Looking for Immediate, Fundamental Commitment from Your Organization? Create a Rallying Cry.

| February 7, 2013 | 0 Comments

people-cheering[1]When I facilitate ‘The 5 Dysfunctions of a Team’ workshop, created by Patrick Lencioni, with Executive groups, the session I find most rewarding is the development of the Thematic Goal. It is powerful. A Thematic Goal pulls organizations together. It begins the process of breaking down silos and gathering together resources that give real weight to solutions. I never cease to be amazed at a Thematic Goal’s capacity to move the ‘fly wheel’. It provides focus, creates clarity and requires discipline. The process of creating a Thematic Goal gives life to strategies and business plans.

What You Need to Have in Place

  • A leadership team that trusts each other and is willing to engage in healthy conflict. Without these two elements, it is not possible to enter into the discussion of, “What is most important, right now?”
  • A leadership team that is willing to commit to the execution of the plan and deliverables through company-wide involvement.

What a Thematic Goal Is and Is Not

A Thematic Goal is . . .

  • Qualitative. This is not the place for numbers. Numbers do not stir people to rally.
  • Determined after an exhaustive discussion by the leadership team on what is most important right now. Certainly, many goals are important, but what is most important? What does your company absolutely have to accomplish in order to move forward?
  • Committed to by the entire leadership team. A Thematic Goal is achieved by the involvement of the entire company.
  • Short-term, 90 days to 6 months. Anything longer diminishes the urgency of meeting the Thematic Goal.

A Thematic Goal is not . . .

  • Quantitative. Goals with a percentage increase or decrease lean toward specific departments.
  • Developed by a few members of the leadership team and passed out to the rest of the team. In order to ensure the ‘right’ Thematic Goal, all members of the leadership team need to be involved. They all need to weigh in on what really is most important.
  • The responsibility of a single department or select group of individuals.
  • A long-term objective. The beauty of the Thematic Goal is the ability for it to pull everyone together with a sense of urgency. For the good of the company.

A Thematic Goal supports the long-range strategy of the company by determining its priorities. It aligns the organizations resources to more effectively and efficiently address critical obstacles that are blocking success. In many ways, a Thematic Goal acts to re-calibrate a company and more fully prepare it for the future.

  ~Julia
Share

Tags: , , , , , ,

Category: Decision Making, Leadership, Newsletters

mm

About the Author ()

Julia Hill-Nichols, SPHR, is the founder of LeadersCove, LLC. With over 30 years experience in operations and human capital management, Julia is gifted in the art and science of bridging strategic imperatives and a company’s human capabilities—executing for success, meeting bottom-line objectives and enlivening the people who are the organization’s lifeblood.

Leave a Reply

Your email address will not be published. Required fields are marked *