Objectives are part of the coaching action plan and the leader’s individual development plan. Consider these suggestions to help aim toward quantifiable objectives.
Help the leader develop career goals. Identify short and long term SMARRT goals that are Specific, Measurable, Achievable, Result-Oriented, Relevant, and Time-Bound.
Target development areas that need improvement in their current or a future position. What critical knowledge, skills, and behaviors are/will be needed for effective performance?
Concentrate on setting goals that will help the leader accomplish what they need to do immediately.
Ensure the goals are flexible and can be altered or restructured as new work responsibilities and projects are implemented.
Determine success indicators. Be sure the leader knows and has articulated what success looks and feels like. These indicators must be measurable and meaningful.
Define how progress will be evaluated. Use meetings as opportunities to reflect on what has been learned and adjust as necessary. Documenting and celebrating progress along the way is a wonderful motivational factor.