"Team goal is a direction that can be consciously chosen and expressed. It uses the talents and abilities of team members to promote the development of the organization and give team members a sense of accomplishment. " Therefore, the team goal shows the reason for the existence of the team, which can provide reference for the decision-making in the process of team operation, and can also be a feasible standard to judge the progress of the team, providing a focus for team members to cooperate and share responsibilities.
Sometimes, when we form a team, we may find it relatively easy to set goals for the team, but it may not be so easy to instill team goals into team members and reach a consensus-the team goal of sharing responsibilities. The so-called team goal of shared responsibility does not mean that every member of the team fully agrees with the goal-it is difficult to achieve; However, although the team members have different views, in order to pursue the common goal of the team, all members seek common ground while reserving differences and have a profound and consistent understanding of the team goals. To form a team sharing goal, we should start from the following aspects:
First, make a thorough investigation of the team. It is very important to conduct a thorough investigation of the team, that is, to solicit the opinions of the team members on the overall goals of the team. On the one hand, it can involve members and make them feel that this is their own goal, not others'. On the other hand, we can get members' understanding of the goal, that is, what contribution the team goal can make to the organization that others can't, what the team members should pay attention to in the future, what the team members can get from the team, and whether the team members' personal specialties are fully exerted in the process of realizing the team goal. Through it, we can get a wide range of information about team goals from members.
Secondly, the obtained information is further processed. After collecting relevant information from the team, don't immediately determine the team's goals, but think about all kinds of opinions put forward by members and leave a space-give the team and yourself an opportunity to recall these opinions to reduce the adverse effects brought by hasty decision-making; Just like the famous management saying-doing the right thing is always better than doing the right thing!
Third, discuss the goal statement with the team members. Like other goals, setting team goals needs to conform to the SMART principle: specific, measurable, achievable, relevant and time-based. To discuss the goal statement with team members is to take this as a starting point and form the final draft with the participation of members, so as to gain the commitment of team members to the goal. Although it is difficult, this step cannot be omitted. Therefore, team leaders should use certain methods and skills-such as brainstorming: ensure that all members' views are spoken; Find out the common ground of different opinions; Find out the reasonable suggestions hidden behind the dispute; So as to achieve a win-win situation of team goal sharing.
Fourth, determine the team goals. Through the full investigation and discussion of the team, modify the content of the team's goal expression to reflect the team's sense of responsibility for the goal; Although it is difficult for 100% members to agree with the contents of the goal statement, it is important to seek common ground while reserving differences and form acceptable goals recognized by members, so as to gain the real commitment of members to the team goals.
Finally, because the team will inevitably encounter some obstacles in the process of operation, such as: lack of trust in the operation of the team in the organizational environment, lack of sufficient confidence in the team's goals. After the team goal is determined, it is necessary to decompose the team goal in stages as much as possible, and set some milestone goals in the process, so that every step of the team can bring surprises to the organization and members, thus enhancing the team members' sense of accomplishment and laying a solid confidence foundation for completing the overall goal of the team step by step.
In a word, it is the key to the success of the team to reach an agreement and get a commitment to the team's goals and establish the responsibility for the goals. We can also look at the consequences of team members chasing individual small goals that are inconsistent with the overall goals of the team through the following fables. It is said that three mice went to steal oil to drink. When they got to the oil tank, they saw that there was only a little oil left at the bottom of the tank, and the cylinder was too high for anyone to drink. So they came up with a way: one bit the other's tail, hung it down to drink, the first one was full, came up and hung the second one down to drink. The first mouse hangs down to drink water first. It thought below, "There is only so little oil. I am lucky to be full today. " The second mouse thought in the middle, "the oil below is limited." What can I drink if I finish it? " Let it go and jump down and drink! The third mouse thought about it, but there was no oil. When they are full, is there anything for me? "It is better to let them leave early and jump down to drink!" So, the second one released the first one's tail, and the third one released the second one's tail, all jumping first. As a result, they all fell into the oil tank and starved to death because they could never escape.