After several posts on goal setting, I’ve found this post about a different type of  goal setting exercise: the case when it is related to people development. Here it is:

It’s an interesting read about the most important part of any lean initiative: developing people. When working in this, forget about the classic H-Q-D-C set of metrics and focus on people development aspects. There are some different versions out there, all of which have many similarities. The one proposed in this case (using a weight losing program as example) is this:

  • Behavioral goals: changing a specific action/routine.  (e.g. “weight-loss friendly routines” like eat breakfast every day). These are routines you commit to, which are checked periodically.
  • Competency goals: improving an ability.  (e.g. enhancing the ability to make healthier choices when it comes to food and exercise) . They typically require gaining knowledge, practicing skills, and shifting perspectives.
  • Outcome goals: accomplishments that move you toward your aspirations. (e.g. lose weight)

When teaching lean, it’s important to keep this in mind. People new to lean will need to know why the are learning/using it (e.g. what’s the purpose), will learn new skills on the way (e.g. root cause analysis) and most important, must use new routines (e.g. “go and see” when a problem happens) that must be checked periodically until the behavior has changed.

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