Coaching your staff to set and achieve goals to enhance their positive youth development practices will improve your program.  It is much easier to support young people in goal management when staff are practicing it and can be a model of how it works! Read, watch, and use the resources here to coach and staff to set goals for themselves based on your Hello Insight reports and track progress toward achievement. 

Articles on Staff Goal Management

You Probably Need to Give More Feedback! Here’s How | The Management Center
Sometimes the biggest obstacle to giving feedback is just not knowing quite how to have the conversation. The SAW model (S = Share what you see, A = Ask questions, W = Wrap up) is a helpful framework for initiating feedback and turning it into a two-way conversation. We like how simple this is to adopt into your existing management style, or even use with young people in a peer learning exercise.

Feedback: Avoid These Pitfalls! | The Management Center
In general, the biggest mistake that managers make with feedback is not giving enough of it, which deprives your team of not only positive reinforcement about what they’re doing right, but also important information about what they could be doing better. This article gives you some pitfalls to avoid once you are resolved to start giving more feedback. We especially like the reminder to not be led by assumptions when exploring mistakes with others.

How to Coach Your Really Good Employees | The Muse
Often we spend most of our time working with our lowest performing staff, but even your best employees can get better! Here are some ways to successfully coach all staff—even when it may seem like they don’t need much help at all. We love how this mirrors the positive youth development practice of monitoring levels of challenge for all young people and adjusting when necessary.

Why most annual performance reviews suck and how we can make them better  Nonprofit with Balls
So many for-profit sector practices we’ve adopted do not necessarily reflect the challenges and reality that nonprofits face, or what we aspire to do. This article includes ways to change your organizational culture, focusing on concrete goals, values and constant mutual feedback instead of annual performance reviews. We love the “scary story” that this article starts with, basically describing a nightmare non-profit performance review that most of us have probably experienced at some point in our career. 

Videos on Staff Goal Management

The power of believing you can improve | TED
To promote a growth mindset over a fixed mindset – not just for kids, but for us adults, too – we need to praise wisely. Not praising intelligence, talent or the end result, but the process, effort & improvement involved in problem solving. This eleven-minute video helps us understand why and how to change the way we praise staff, for better results.  

Tools for Staff Goal Management

2x2 Feedback Form (TEMPLATE) | The Management Center
Ever wish there was a super easy template that could prepare you for talking to a staff member about how things are going with their work? We found it! This 1 page worksheet ensures that managers and staff members talk what is going great and what needs improvement. We see this being useful for a monthly meeting or incorporated into your check-ins with staff.

Feedback Worksheet (TEMPLATE) | The Management Center
How much easier are conversations about concerns when you have an outline? Here is a simple structured worksheet that can be used to provide feedback to employees, all you have to do is fill in the blanks. We like how intentional and thoughtful this 1 page worksheet is.

Coaching Tools for Transformation | Social Transformation Project
The articles and tools at this link are designed to help leaders, managers, consultants and coaches provide highly impactful, transformational coaching: a practical approach to help people take responsibility for solving their own challenges. We especially like the idea of creating more effective work groups by facilitating the sharing of honest feedback within the group.

Did this answer your question?