Learning objectives :

• Translate the company's vision into concrete goals for the team
• Set clear individual goals—both quantitative and qualitative—that are easy to track and evaluate
• Anticipating and managing complex cases: misalignment, lack of clarity regarding individual responsibility
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Course :

Session 1: Team Vision and Role
Before setting a single individual goal, participants start at the level above: clarifying their team’s purpose and its contribution to the company’s strategy. This step is essential for individual goals to be meaningful and to foster commitment. It is based on formulating a North Star that answers the question "What is our contribution to the company’s strategy?", structured around priority goals for the next 6 to 12 months, their metrics, and the associated responsibilities.

Case Study : Formulate your team’s North Star by articulating its contribution to the vision, priority objectives, and measurable success metrics.

Session 2: Setting Quantitative and Qualitative Individual Goals
Once the team vision has been established, participants learn how to break it down into actionable individual goals. They work on the (more)SMART method: quantitative goals with actionable metrics, performance thresholds, and weightings, as well as qualitative or behavioral goals—which are often the most difficult to formulate in a way that can be evaluated.

Case Study : Turning vague intentions into (more) SMART goals for an employee, ensuring that individual accountability is clear and that evaluation criteria leave no room for interpretation.

Session 3: Managing Challenges and Tracking Progress
Setting goals is never a smooth process. Participants practice addressing the most common issues: lack of clarity regarding individual responsibility, misalignment between the set goal and the reality of the job, and vague or disputed evaluation criteria. They also work on how to ensure ongoing monitoring so that goals remain a driver of performance throughout the year.

Case Study : Addressing a situation of misalignment or lack of clarity regarding individual responsibility by redefining evaluation criteria and reestablishing a shared framework.