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Setting Key Results Objectives

By: Tammy Stankey | 12/01/2008

Recently, at our company retreat, we took a look at the local and national economies and discussed how they will impact our clients' businesses and our own. Some might envision that as a depressing discussion. It was anything but. Instead, my colleagues and I walked out feeling empowered and invigorated about many things, including KROs: Key Results Objectives.

Under the direction of consultant John Walp, who has been working with our management team for more than a year, the Standing team was introduced to a detailed and yet amazingly logical process for how we will maintain our core values (honesty, integrity, excellent client service and respect) while we deliver measurable value to our clients and motivate and retain talented people. The key is individually defining KROs that build to support our companywide objectives.

Next we layered in the concept of making each objective SMART (specific, measurable, actionable, realistic -- some use the word ‘relevant' here -- and time-bound). It may sound complicated, but when we practiced defining SMART goals in small groups, we found the process to be empowering. My team decided we'd brainstorm how to exceed revenue projections for the remaining six weeks of the year. We promptly discarded ideas like creating a crisis situation or asking the government for a hand-out (that idea seems to be taken) but had fun sharing both practical and off-the-wall ideas for people at every level of our organization.

So over the next couple of weeks, as I think about what I can do to help Standing Partnership reach its objectives, don't be surprised if I ask you what your business objectives are for 2009. I'm confident that any good communicator, armed with that information, can help clients achieve business objectives that are SMART.

Posted in Employee Relations, Reputation Management