A Balanced Goal Approach for Staff Development

Most motivational theories in organizational consulting focus on the overall team dynamic and organizational performance. This is not to say that individual-based practices aren’t important. A best practice for individual goal setting is to take a balanced approach of strengths, weaknesses, and new learning. Balanced staff development serves to strengthen team cohesion and growth at an entirely new level. Setting these three goals also establishes rapport and greater connection between you and your team and assists in delegating work to those eager to learn new things. Staff retention strategies can also be positively affected by focusing on this goal model. These goals can be flexible, informal, or formalized as SMART goals as well.

1) Enhance a Strength

Employees generally know their strengths and best attributes, and they often are the most overlooked factors when setting goals. Just because someone is experienced with presenting doesn't mean they can't get even better, for example. Set a goal to further enhance a strength, whether it's seeking new training, mentoring a colleague, or expanding your area of expertise. Goals to better what an employee is already good at are more likely to be pursued, since the passion may already be there!

2) Address a Weakness

As with strengths, there are always areas employees want to improve upon. Contrary to strengths, however, goals around improving ourselves are often overthought. People become caught up in improving so much, they forget about other important parts of their lives or jobs, and these things fall by the wayside as a result. Goals addressing weaknesses are the best way to measure growth – but be careful not to get swept up in them and lose focus on everything else.

3) Learn Something New

Goals of learning something new often go forgotten. Whether it's learning a new role, task, or more details about the "why" of a job, it's new learning that spurs motivation and a thirst to continue in our professional journeys. Making sure your team has individualized goals to learn new things shows an investment in their growth as well. Set goals for new learning, and people will be paid back handsomely with good feelings about themselves and their jobs.

Three goals, three ways to grow. Happy goal setting!

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