What's inside:
Overview
Why companies need goals
3 ways to set goals
Takeaways & next steps
The 3 Levels of Goal Setting That Every Startup Needs
Matt Hoffman
As a partner and head of talent, Matt coaches our founders on hiring the best talent and building healthy and high-performing cultures. He leads several of our future of work investments. Matt previously built and led the People functions at DigitalOcean and Return Path (#1 Best Place to Work in NYC and #2 in the US, respectively).
Tania Luna
Tania is the co-CEO of LifeLabs Learning. She is also a psychology researcher, leadership trainer, and co-author of the book, “The Leader Lab: Core Skills to Become a Great Manager Faster.”
In our latest installment of guides in the Human Capital series, we’re focusing on the People Systems that ensure high performance—especially in the midst of change, uncertainty, and ambiguity. We began with a guide on setting up an effective manager system.
Now it’s time to zero in on the key practices that let growing companies set org-level, team-level, and individual-level goals that drive success. Across the entire spectrum of People-focused tools, systems, and processes, we still don’t know of a better way to drive performance than to set clear goals and give developmental feedback against those objectives. We’ll talk about the first half of that equation today.
In this guide, we’ll cover:
1
Why companies need goals
2
3 ways to set goals
3
Takeaways & next steps
M13
What's inside:
Overview
Why companies need goals
3 ways to set goals
Takeaways & next steps
In our latest installment of guides in the Human Capital series, we’re focusing on the People Systems that ensure high performance—especially in the midst of change, uncertainty, and ambiguity. We began with a guide on setting up an effective manager system.
Now it’s time to zero in on the key practices that let growing companies set org-level, team-level, and individual-level goals that drive success. Across the entire spectrum of People-focused tools, systems, and processes, we still don’t know of a better way to drive performance than to set clear goals and give developmental feedback against those objectives. We’ll talk about the first half of that equation today.
In this guide, we’ll cover:
1
Why companies need goals
2
3 ways to set goals
3
Takeaways & next steps
