LANGUAGE OF LEAN
Target Agreement
A Target Agreement is a management technique where employees and management together reach an agreement on how achieve the organization’s targets.
A Target Agreement is a management technique where employees and management together reach an agreement on how to achieve the organization’s targets. It thereby consists of two key elements:
The TARGET
and the ACTIONS
Targeted state including the measures taken to achieve the set targets. Think about KPIs - a combination of quantitative measurable targets and an action plan following the PDCA.
SMART - OBJECTIVES
SMART - Objectives drive us forward and continually remind us of what we want to achieve. They help us to set priorities more clearly, to focus better and give us the strength to continue, even if our motivation is low.
Goals are helpful both in our daily work and in our personal lives, as they give us something to work for.
SMART - Objectives drive us forward and continually remind us of what we want to achieve. They help us to set priorities more clearly, to focus better and give us the strength to continue.
HOW TO DEFINE GOALS
Objectives can be manifold, but one of the best known methods to describe goals is the S.M.A.R.T. methodology. The 5 steps can be used to clearly describe a goal and make it "tangible".
The acronym SMART stands for the following 5 steps:
S - specific | Clearly defined goals
M - measurable | The target should be measurable (has a KPI)
A - accepted | The accessibility of the goal should be accepted by all stakeholders (alternative: ambitious/attractive)
R - realistic | The attainability of the goal within the set framework should be realistic,
T - terminated | The time of target achievement is clearly defined.
FURTHER DEVELOPMENT, SMART BECOMES SMARTER
Some of the terms have changed over time. So the A at the beginning stood for agreed upon. This is from the thinking that the term is used within a company. In this respect, it was important that a goal was accepted by all involved. Over time "agreed upon" often became "achievable" or "attainable".
Not only the terms themselves have changed. The acronym itself has often changed recently. Many authors have switched to making SMART - SMARTER.
The E stands for "evaluated".
The R stands for "reviewed."
More than 200 pages about OKR may seem like a stretch – and there is a bit of extraneous material – but those who must lead an OKR initiative, especially novices, will value this substantive guidance.
Read the pick here.
In my opinion, the popularity of SMART goals stems from the simplicity of the method and the higher probability of success. Why should it be higher? Now the SMART method requires from the person or department that set the goals a certain time and focus on those goals. When one is so intensively involved with defining goals, one inevitably thinks of ways in which the goal could be achieved. Furthermore, one has already taken the first step and is now more motivated to take the next necessary steps.
Of course these steps must not be missing. Action plans must be derived from the goals, whose degree of goal achievement should be regularly reviewed. Regular monitoring of progress enables me to adjust my next actions to the achievement of my goals.
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