Leadership for Intelligence Professionals   

Some Suggestions for Setting Followers Goals

The Management by Objective process of goal setting and evaluation continues to be  required of intelligence professionals at the senior levels of management and staff and is being expanded downward in the pay for performance system. The following suggestions by Marshal Goldsmith may be useful for intelligence Leaders.

Goldsmith suggests that the Leader “schedule a one-on-one, 30-minute dialogue with each direct report once a quarter.”  He outlines six questions around which the Leader should build the session.  Then, in the session the Leader should ensure that both parties make each question a dialogue; focus on the future, not the past; listen to the other person and not try to prove the other person wrong.  The questions are:

“1. Where are we going?”  This question sets the stage for a dialogue that allows the Leader to state the vision goals and priorities of the organization and in which the team member can get clarification.  “This question builds alignment and commitment to the vision.”

“2. Where are you going?”  This question allows the team member to state the vision, goals, and priorities of the subordinate organizational element and have a dialogue to insure that they are aligned with the larger organization’s vision, goals and priorities. “By the end of this dialogue …the goals and priorities of the executive and direct reports should be aligned.”

“3. What is going well.” “What do you think that you and your team are doing well.” This gives the team member the opportunity to highlight successes and the Leader to show appreciation and praise the work of the team member. “By asking this question you can celebrate performance wins that you might otherwise miss.”

This is an area for the follower to establish some easy to attain goals by agreeing for continued progress building on what is now occurring

“4. What are key suggestions for improvement.”  Ask: “If you were your own coach, what suggestions would you have for yourself.  Then modify the areas of focus and attention as needed”

This is an area for setting challenging goals that if achieved will bring an outstanding evaluation.

 “5. How can I help.”  These questions allow the team member to get the help required and the Leader to make the best use of time. “The key to helping others improve is not to do more coaching but to provide coaching to the right people on the right topics.”

“6. What suggestions do you have for me?  “Your reports will be more willing to be coached by you if you are willing to be coached by them.”  All Leaders can use 360 degree feedback.

Source

Marshall Goldsmith, “Better Coaching” in Leadership Excellence, May 2008.