ABOUT

This module helps teams convert their goals into action plans. Frequently teams do the more difficult work of setting goals, but then fail to finish up by putting these goals into specific trackable action plans with follow-up procedures.

This can cause members to attend to emergencies and daily tasks and postpone working on more important goals. Then members begin to feel that goal setting was a waste of time. This module engages team members in setting up action plans and specific to-do lists and sharing responsibility for following up.

An important outcome is that it transfers ownership for completion of goals to members rather than making this just the team leader’s responsibility.

WHEN TO USE

Use this Module when:

• teams are distracted with small daily issues and have lost their way in accomplishing the more important goals
• some team members fail to get their component of action plan finished and this slows up others
• members have developed a pattern of getting derailed by dealing with emergencies and putting out fires rather than focusing on goals
• there is no agreed upon way to hold team members accountable for deadlines and commitments
• there is a need to keep team members focused on team goals not just individual goals and personal project completion
• it would be helpful to provide a structured way for members to check in on the status of important actions each other needs to complete

This module, Taking Action on Our Goals, has two components.

1) The Discussion Guide and Worksheet

This discussion guide, which is what the team members complete, contains step-by-step interactive fields, check boxes, and open fill-in spaces. This guide can be completed online using the interactive pdf and then shared or referenced as the team discusses each step.  Some steps are designed to be completed together.

The supporting worksheet helps team members create their action plans and reach agreement on the timelines for each. The back of the worksheet presents a completed example for reference.

2) Facilitator/User’s Guide

These support materials are available to help guide the leader or facilitator through the steps of the discussion guide. An example of a completed worksheet helps team members visualize how to break down action plans and list timelines and completion steps.

The facilitator may be an outside consultant, the team leader, or one of the team members. However, everyone can help ensure success by reading through some of the tips and suggestions in this guide.

NOTES FROM DR. PATRICK HANDLEY

You’ve probably noticed that team members can get busy completing their own their action plans—working on those projects that pertain primarily to their own work—that they slip away from being accountable for the things they need to do to help accomplish broader team goals. This isn’t necessarily their fault. While many organizations talk “teamwork” they often only reward individual accomplishments. It make sense then, that team-based goals and the action plans related to these team goals take a second seat to their individual daily to-do lists.
When iI encounter a team that seems to have members working only on their things and going in different directions I often choose this module. Working through it, often along with the module on setting team goals, helps members sort out the difference between individual goals and team goals and hopefully, re-prioritize the team goals.

This module also helps team leaders take a fresh look at their team goals and the action plans they have in place to reach these goals. with. You might be surprised to find how many teams are just functioning as project task groups who report in each week on their individual work and are not pulling together and supporting each other in accomplishing shared team goals. Leaders themselves often find it easier to manage several individual projects rather than making sure the team is progressing on team projects. That’s part of the challenge of being a team leader.

Sometimes this is because it is never very clear who is to do what, by when and how accountability will be measured. Accountability conversations sometimes creates tension and possible conflict and team members and leaders tend to shy away from these discussions. When members who frequently fall behind keep getting passes on why they did not do something, soon it becomes the status quo. If the leader isn’t careful a team culture forms around soft and delayed action plan completion.

This module can serve as a refresher to the creation of quality action plans and these in turn can provide a time-based system of accountability that is easier to keep out front and a priority in team meetings.