GM586 Unit 4 Assignment 2 - April Evans

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1 Goal Setting a Smarter Way April Evans GM586 Unit 4 Assignment 1 Transformational Leadership July 30, 2022 Dr. Barbara-Leigh Tonelli Author Note: This assignment was originally submitted on May 4, 2022, for GM586 Dr. Barbara-Leigh Tonelli

2 Introduction Having well defined goals is like setting yourself and the team up for success. Goals are like action plans that will harness returns and investments as well as create a stable and attainable working environment (Sosik & Jung, 2018). There are goals to help individuals with personal development, strategic goals that will measure success in deeds and numbers, and performance goals to help leaders understand where the employee stands. When I referred to the results Predominant Leadership Style Questionnaire, the results stated that I have what it takes to be a transformational leader. Setting goals will help me to ensure that I continue to enhance my personal development and how I support my employees and the team. Setting goals can also help me to being a passive leader. “Passive leaders avoid identifying and clarifying critical areas and possible problems, avoid getting involved, setting standards, and monitoring the actions of their subordinates. This type of leadership usually has a negative impact on the results” (CLIPA, & GRECIUC, 2018). Five Goal Statements Here are five goals I would like to successfully accomplish that will propel me into the next level of transformational leadership. The first goal is to be an effective SAM product owner. The second goal is to lead a team for employee engagement. The third goal is to lead, coach and engage talent. The fourth goal is to exhibits courage when changing the culture. My fifth goal is to demonstrate diversity and inclusion. SMARTER Model When goal setting you want to make sure that the goals will have information that will help one to excel personally and professionally. If a goal is vague, it can be difficult for leaders to motivate their employees to complete the task at hand. According to Ogbeiwi (2021), a well

3 formulated goal has three functions. The first function is to provide a framework for planning strategy to complete a task. The second function is to create and monitor benchmarks for quality and progress of the implementation. The third and final function is to have tools in place to evaluate the relevance and values and effectiveness of the work being done. As a leader to ensure that you have developed effective goals there is a method that will help in the development phase. The SMARTER method is a mnemonic why to ensure your goals will show the validity and is viable. The acronym SMARTER means, specific, measurable, attainable, result focused, time-bound, evaluated, and rewarded (Sosik & Jung, 2018). Utilizing this model will assist leaders to ensure the path forward is attainable. Applying the SMARTER model to the goals that I previously drafted will provide better explanation and set expectations. My first goal is to be the Smart Assistant Manager (SAM) product owner. SAM is the name of the project that I am on. To be the product owner is for me to successfully manage and implement a self-service web-based tool. As the product owner I will need to create analytics to measure the usability of the tool and monitor customer satisfaction. The second goal is to assist with employee engagement events. Employee engagement events helps to create an environment where employees are engaged and feels a sense of comradery, and support. In order to gauge how engaged employees are about some events I will need to create surveys, and suggestions from the employees. The third goal I have created for myself is to lead, coach, and engages talent. This goal is utilized to ensure employees feel respected, engaged and inspired. This is a hard goal to measure so it will need to have some specifics around what needs to be developed. What can inspire one person may not inspire someone else. This goal is where I would need to make sure employees suggestions are heard and give them an opportunity to develop a plan to pilot their ideas.

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4 The fourth goal is culture transformation. This goal is used to develop tools that will help to foster and environment that will build respect, trust, and collaboration. This is another goal that will need some parameters to show the validity since it is difficult to measure. The main thing with this goal it to monitor collaboration between teams and other departments. The fifth goal is to encourage diversity and inclusion. This will promote acceptance and respect of differences on the team. Due to different cultures, educational levels, age, and backgrounds the unknown can be challenging. This goal is set to make sure everyone not only has a seat at the table, but they are able to partake in the meal. Learning Partner Suggestions My learning partner stated the goals I have created for myself are too broad and are more like objectives than goals. I should use what I to create more specific goals. The goals should be able to answer questions to get me to the next level. Those questions are what, who, why, and when, will provide a path to be successful. The way that goal is written, it is specific, measurable, achievable, relevant, and timely. Another piece of advice I was given was to make sure the goals are self-motivated and not having any dependency of other people, places, or things out of my reach. The more specific I can be the more I can measure the outcome. Conclusion Effective leaders set goals to provide guidelines of the business that needs to be accomplished and to clarify expectations for what needs to be achieved to meet desired levels of performance. Goals helps to shape the behaviors of every individual on the team including the leaders. Transformational leaders can develop goals for the team will help the team to grow as individuals and as a collective unit.

5 References Clipa, O., & Greciuc, Ş. M.-A. (2018). Relations of Style of Leadership and Achievement Motivation for Teacher. Romanian Journal for Multidimensional Education / Revista Romaneasca Pentru Educatie Multidimensionala, 10(4), 55–64. https://doi- org.libauth.purdueglobal.edu/10.18662/rrem/72 John J. Sosik, & Dongil Jung. (2018). Full Range Leadership Development: Pathways for People, Profit, and Planet: Vol. Second edition. Routledge. Ogbeiwi, O. (2021). General concepts of goals and goal-setting in healthcare: A narrative review. Journal of Management & Organization, 27(2), 324–341. https://doi- org.libauth.purdueglobal.edu/10.1017/jmo.2018.11

GM586 Unit 4 Assignment 2 - April Evans

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