Every year within organizations a process begins that feeds into the yearly evaluation. Regardless of where you work, everyone has been through this. This well-known process is the yearly setting of goals and objectives. This article looks at the important role of the leader in the resources, goals and objectives that they will set for the year.
Some of you may think that the role the leader plays is merely to review and approve the goals and objectives that are submitted by the employee. If that is the case, then this article is definitely for you. As a leader you should be involved in the yearly goals and objectives planning for your resources. You should have an understanding and want to know how they want to grow, where they want to grow, and more importantly who they want to grow into. To give an employee the goals and objectives of the organization and then communicate that they should now create their goals and objectives within a couple days shows an uncaring leader. So, what are some things that the leader can do to make sure they are engaged with their resources not only during the goals and objectives planning stage but throughout the year?
One of the first things is to actually meet with your resource. Find out where their interest is because their area of interest might not necessarily be in their current role. All people in one way or another want to continue to grow, and this could mean developing new skills and possibly moving into another department within the organization. A caring leader would want to be involved in this, and would want to help. But you cannot help if you are not involved. As a leader when it came to this time of year I made it a point for me to know where my resources wanted to grow and my important role in this was to help them find ways to grow in those skills, abilities, and direction. But this did not happen just once a year for me, I met with them throughout the year, at times weekly or biweekly, and was always at their beck and call. I showed interest in their growth and praised them as they grew.
So why is it some organizations have resource managers that do not even follow these basic principles that I consider to be a part of resource management? I have actually experienced this where the organizational goals and objectives are given to you, and you are expected to create yours within two days. The two-day timeline was based on the fact that the organization had not completed their goals and objectives, which left no time for the resource to complete their’s by the deadline. To me this is unacceptable of any organization as shows a lack of interest in the resource.
Some of you may be asking, well what if their direction is to move to another department? Your job is to help them develop those skills, so they can continue to grow even if that means it is outside of your area. A resource is not yours; in my opinion, it is the other way around where you belong to the resource. We have all heard that employees will leave organizations primarily because of their leaders and this is one of the ways to lose a resource, simply by not caring about their goals and objectives. Some of the things that I have done to help resources that reported to me reach their goals and objectives involved working with other department managers to partner my resource up with one of their resources to either learn the skills or even shadow one of their resources. I have helped them identify online training, and other avenues where these skills can be learned. When a resource moves on to a new department because it is one of their goals, this should not always be seen as a slight on you as a leader, but success in the fact that you helped this resource reach their goal and objectives. Trust me when I say that this resource will not only remember your assistance but will even tell other resources about how you helped them.
Ask yourself which leader you are; are you the leader that is involved in your resources reaching their goals and objectives or are you the leader that lets them try to do it on their own? If your answer is the second, then I challenge you to consider the possibilities of not only what that resource can become, but the additional benefit that this resource could bring to your organization, with some caring and help from you. If you think back to your early days, you experienced leaders that cared and helped you achieve your goals and objectives and that is the type of leader that you should strive to be.
Reading this article qualifies you to submit a request for PDU’s from PMI.
This Article qualifies as follows:
PDU AMOUNT: .25 PDU’s
For more information on registering your PDU’s with PMI – CLICK HERE
Alyce Reopelle, the author of this article, encourages conversation; agree with her or disagree with her, it’s all still knowledge, and she is here to share knowledge. Take a moment to add to the conversation by leaving a comment. It’s an opportunity to engage in the conversation!
If you believe in what she are doing, take a minute to share her articles on your social networks such as LinkedIn and other sites. Use the buttons on the left side of the page.
All articles on this site, this article is protected by copyright.
Author, Speaker, Project / Program / PMO Thought Leader
Over 20 years project management experience with a passion for helping organizations grow their PMO, their project managers, and their teams. My passion has taken me to the pursuit of a Doctor of Education, as I enjoy seeing the proverbial light bulb come on. I am a believer in continuous growth and improvement, and believe that an organizations culture and environment is what drives the growth of PMOs and all areas, and not the other way around.