{"id":837,"date":"2022-12-03T17:09:56","date_gmt":"2022-12-03T16:09:56","guid":{"rendered":"https:\/\/synapscore.com\/the-art-of-setting-effective-goals-and-key-results\/"},"modified":"2023-01-09T16:05:28","modified_gmt":"2023-01-09T15:05:28","slug":"the-art-of-setting-effective-goals-and-key-results","status":"publish","type":"post","link":"https:\/\/synapscore.com\/en\/the-art-of-setting-effective-goals-and-key-results\/","title":{"rendered":"The art of setting effective goals and key results"},"content":{"rendered":"<p>Today I&#8217;m talking about performance indicators &#8230;<\/p>\n<p>Leading vs. Lagging (advanced \/ delayed)<br \/>\nOutcome vs. Output (why \/ how)<\/p>\n<p>When you analyze the individual and collective objectives of a company, you can get a fairly accurate picture of the management culture by measuring the ratio (%) of the number of OUTCOME objectives to the total number of objectives<\/p>\n<p>If this ratio is low, the dominant culture is one of execution: actions are taken and deliverables are produced.<\/p>\n<p>If this ratio is high, the dominant culture is one of added value: who I work for and what added value I bring to them.<\/p>\n<p>This reasoning applies to all business lines, including support functions which, as business partners, are responsible for providing added value to their internal customers.<\/p>\n<p>Example: if the CRM project manager&#8217;s goal is to deploy in 20 countries, he thinks OUTPUT (HOW) &#8230; but if his goal is to save salespeople time and help improve their performance, then he thinks OUTCOME (WHY).<\/p>\n<p>Another way to find OUTCOME indicators is to ask yourself: when I have completed my work (done all my tasks and produced all my deliverables), how will I measure the value of my work to those who benefit from it?<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Today I&#8217;m talking about performance indicators &#8230; Leading vs. Lagging (advanced \/ delayed) Outcome vs. Output (why \/ how) When you analyze the individual and collective objectives of a company, you can get a fairly accurate picture of the management culture by measuring the ratio (%) of the number of OUTCOME objectives to the total [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":2445,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[30],"tags":[],"dipi_cpt_category":[],"_links":{"self":[{"href":"https:\/\/synapscore.com\/en\/wp-json\/wp\/v2\/posts\/837"}],"collection":[{"href":"https:\/\/synapscore.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/synapscore.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/synapscore.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/synapscore.com\/en\/wp-json\/wp\/v2\/comments?post=837"}],"version-history":[{"count":1,"href":"https:\/\/synapscore.com\/en\/wp-json\/wp\/v2\/posts\/837\/revisions"}],"predecessor-version":[{"id":838,"href":"https:\/\/synapscore.com\/en\/wp-json\/wp\/v2\/posts\/837\/revisions\/838"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/synapscore.com\/en\/wp-json\/wp\/v2\/media\/2445"}],"wp:attachment":[{"href":"https:\/\/synapscore.com\/en\/wp-json\/wp\/v2\/media?parent=837"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/synapscore.com\/en\/wp-json\/wp\/v2\/categories?post=837"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/synapscore.com\/en\/wp-json\/wp\/v2\/tags?post=837"},{"taxonomy":"dipi_cpt_category","embeddable":true,"href":"https:\/\/synapscore.com\/en\/wp-json\/wp\/v2\/dipi_cpt_category?post=837"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}