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It’s often helpful to create a one-page description of a staff member’s role that considers not only what the staff member should do, but also how they should approach their work. This resource contains a template and two sample role expectation sheets.
Goals are the driving force behind results, but goal-setting can feel laborious and unwieldy. Whether you’re working on goals at the organizational, team, or individual level, follow these tips to get past the pain points and ease the process.
Goals are a concrete way to drive results, but without an explicit equity and inclusion component, goals won’t produce better outcomes for marginalized communities, address disparities, or create belonging. Introducing SMARTIE goals!
When you’re moving from equity-neutral goals to goals with equity and inclusion considerations baked in, practice these tips to stay on track.
Goals are a concrete way to drive results, but without an explicit equity and inclusion component, goals won’t produce better outcomes for marginalized communities, address disparities, or create belonging. Introducing SMARTIE goals!
Communicating expectations about how staff approach their work is a big part of performance management. Here’s how to get clear about the “how.”
It’s often helpful to create a one-page description of a staff member’s role that considers not only what the staff member should do, but also how they should approach their work. This resource contains a template and two sample role expectation sheets.
Goals are the driving force behind results, but goal-setting can feel laborious and unwieldy. Whether you’re working on goals at the organizational, team, or individual level, follow these tips to get past the pain points and ease the process.
Need inspiration for goal-setting? Check out our goals bank of sample SMARTIE goals for common areas in the progressive and education equity sectors.
Use the Goal-Setting Worksheet to draft team or individual goals. This tool contains questions for self-reflection or discussion with your manager as you work on goal-setting.
Check out these frequently asked questions about setting and using goals.
The Red Light/Green Light Goal Tracking Tool is for tracking progress toward goals. This resource contains samples of goals at the organizational, team, and individual levels.
When there is a lot going on in the world, your organization, or your personal life (or all three!), goal-setting can feel like an insurmountable task. The good news is that goal-setting doesn’t have to add to the chaos; it can help you move through it.
Whether you’re a staff member, project leader, or director, one of the most important skills you may need in the current terrain is the art of saying “no” (to some things) so you can make room for others. In other words: how to reprioritize.
Scenario planning now helps you prepare for the future so you can seize possibilities or develop contingency plans. Learn the basics of scenario planning, then get started with our easy-to-use tool.
Whether you are managing through uncertainty and change, or anticipating strategic forks in the road, our 5-Box Scenario Planning Tool can help you gather the information you need, think through scenarios, and outline possible action plans.
Here’s a sample email that you can use to explain what you’ll be doing and why, and how you’ll use the goals once they’re created.
These sample goal development steps can serve as a guide to help you develop your organization’s own goal-setting process.
What will your organization achieve this year, and how will you judge success? Here’s a sample of how to structure clear, measurable organizational goals.
Once you’ve set goals, make sure to regularly check in on progress. Use the Goals Stepback Worksheet to track progress and share updates about your team or individual goals on a regular basis.
Use this resource to set short-term goals and identify essential activities for the first three months.
A division of labor helps two or more people clarify which responsibilities each person holds. Here we share two samples.
These sample talent-related goals can help you identify and set your own for the Chief Talent Officer (CTO) role.
Here is a list of some of the most common choice points, or key decision-making opportunities, managers face that may have equity and inclusion impacts.
Cuando pase de los objetivos neutrales a los objetivos con consideraciones de equidad e inclusión, ponga en práctica estos consejos para no perder el rumbo.
Los objetivos son una forma concreta de impulsar los resultados, pero sin un componente explícito de equidad e inclusión, los objetivos no producirán mejores resultados para las comunidades marginadas, ni abordarán las disparidades, ni crearán pertenencia.
A menudo resulta útil crear una descripción de una página del rol de un miembro del personal que tenga en cuenta no sólo lo que debe hacer, sino también cómo debe acercarse a su trabajo. Este recurso contiene una plantilla y dos ejemplos de hojas de expectativas de roles.
This interactive, online training for social justice and educational equity leaders provides essential tools and mindsets for equitable, sustainable, and results-driven management.
Set clear goals, achieve equitable outcomes, and advance your mission with our SMARTIE goals framework. Leave with a plan.