Working at the intersection of ‘me’ and ‘we’, help the team member to understand the requirements of the job and find ways in which they can be more effective. We all have job-specific tasks that are neither exciting nor motivating, so be clear about what good looks like (WDGLL). Find out how the individual likes to work, what is fun for them and what motivates them, and craft the goal to meet their needs. One key motivator for humans is growth. Once we have mastered something, we naturally want to improve, so make sure the goal stretches them, perhaps by adding a little more responsibility or the chance to develop a new skill. You don’t want to add stress by making it straining, but equally, you’ll disengage them if it’s too easy. Be clear about what good looks like, the measures, behaviours or deliverables, and let them decide how they will deliver it (within agreed boundaries and processes).
Refine de goal
Example
"I think this would be a really good goal for you as you said that you wanted to get more involved in the strategic client work. I see this as a great opportunity to work with other functions and understand how we pull together workshops. How does that sound to you?"
Listen and respond to their questions, concern and notice their energy levels and body language. You will see whether they are engaged, fearful, dissatisfied just by observing.
"So how would you approach this? What ideas have you got?"
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