Marie,
Typically I've found this to be the best process as well. It helps to have that vision/direction from above, but it's also nice to have a certain level of autonomy.
Dr. Ryan Meers
I would like to think a healthy mix of both top-down and bottom-up would work the best at our facility! Its great to have some things that you have to work for, but its also wonderful to be able to say that you came up with an idea and it works welll for your team!!
Katherine,
I think this is a great example of when bottom up goal setting provides a valuable resource to a team & organization.
Dr. Ryan Meers
I will also utilize both models, in a team you usually have member that are self directed and can achieve not only the deparment's goal but their individual goals as well. I've experience both my colleage although very smart and intellegent would only accomplish those tasks that are directly requested of him.Other such as myself are very aware of the importance of achieving the unit goals which in terms will reflect on individual achievement.
As an instructor, I find that within my own departments, often bottom up goal setting works best.
As per the presentation, bottom-up goal setting is when "direct reports develop individual goals and their manager integrates them into larger unit goals. This approach is most appropriate when employees are fairly self-directed and clearly understand the business strategy and customer needs of the organization as a whole, as well as their own roles within it."
This is appropriate for a team of instructors because they teach different classes and will have different goals they need to meet. Yes, there will be some need for a combination - some goals will need to be set by the school itself and trickle down to the department, but by and large the faculty members are self-directed and able to best determine what professional development they require in order to be successful.
Thanks,
Kate
John,
I agree that we need to always analyze the situation & determine which method of goal setting is the most appropriate for the situation.
Ryan
I would employ the best option for the task/situation that required amelioration. I think that either approach is useful if it correlates to the situation and desired outcomes.
I agree with you Steven. I have worked for a large national organization before & generally most of the desired outcomes came from above. However, our regional areas had a great deal of freedom to design methods, tactics, strategies, etc.
Ryan
As part of a 17 school organization, we receive almost everything top down. However, I feel that we could be much more effective and successful if only the desired outcomes would come top down. We could be much successful in meeting the desired outcomes in the methods to achieve the outcomes would be bottom up.
I think you make a great distinction here. It is important to note that there are appropriate times/situations for both top-down & bottom-up goal setting. Neither one is the ultimate solution to all situations.
Ryan
I have used both Bottom-up and Top-Down. I prefer Bottom up if customer satisfaction is the priority, because it is the one on the bottom who are at the front lines and here all the issues customers or students have to deal with.
Top-Down approach is best when institutions want to take the school in an another direction. Such as adding new degree prgrams and such. However, bottom-up could inform which degree's or courses students are looking for.
I would have to say bottom-up. In the nature of our business, we go by reports. My staff is aware of our goals and they understand the needs of our business.
An important point here regarding training & other aspects of personal development. As leaders we need to help our team members find training & developmental activities that are aligned with their goals. True, there may be training that is required for a job, but too often we send people to training for an "event" rather than making sure it aligns with their needs & goals.
Ryan
I agree with you the combination can be very powerful. It provides some direction from above, but allows for the participation from below & definitely stimulates discussion.
Ryan
Also, it is important to link training and coaching given in the future to their goals – employees are typically more willing, ready, and able to learn something new or accept feedback when they can align it with a goal that’s meaningful to them. The goal can’t be too easy to achieve, but it also shouldn’t be unrealistic either. Goals that are easily achieved leave employees bored and unmotivated. Goals that are too difficult to achieve – leave individuals frustrated and also unmotivated.
From the school's overall percerption, I think Top-Down is what works around here. However, for classroom and student development I believe a compromise of the two works best. Combining top and bottom, in my opinion, serves fuel for, not only discussion, but problem solving and participation.
I think this is a great plan. I especially like your idea of using top-down with newer employees. Sometimes in our desire to encourage bottom-up, we can actually confuse or frustrate employees if they are not accustomed to this type of goal-setting.
Ryan
Great plan & I think this illustrates an important point. There are different levels of goals. Sometimes we have to live with the big, overarching organizational goals, but we have an opportunity (as you illustrate) to engage employees in determining personal goals that tie in with the big goals.
Ryan
I would use a combination of both. My staff gets some direction from me, somewhat top-down-goal- setting, where they receive specific objectives, but they also are to bring in their ideas for goals, that I would appropiately incorporate into the broader goals I have.
If I have "new" staff, new employees, I would use the top-down, until I know their motivation and their experience, that's when I would allow more individual goal setting.
Typically the goal setting process is top-down goal setting. The people up above determine the performance metrics (the broad goals) for the team. From there, I will meet with each team player and together we will break down what the individual will need to accomplish. We set their SMART goal and if the individuals meet their goals the team as a unit will over achieve its goal. Build in a little buffer from team to individual goals.
