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Chapter 16. Different Strokes for Differ... > Interteam Competition - Pg. 204

Different Strokes for Different Folks Yes Yes Yes Yes Yes Yes Yes Yes Yes No No No No No No No No No 2. 3. 4. 5. 6. 7. 8. 9. 10. 204 I make a practice of conducting a goal review meeting with the entire team at least once a year to analyze current goals, adapt them to changing circumstances, and/or set new goals. I make a practice of not arbitrarily setting goals for the team. The whole team is expected to make those decisions. Once goals are set, I allow team members to determine the methods they will use to reach them. I invite members to set personal goals to enhance their knowledge and prepare for advancement. I make a point of challenging members' personal goals by having them review and report on their relevance to the team's goals. I periodically reinforce the importance of the goals in one-to-one meetings with members and at team meetings. Important components of my performance reviews of team members are their progress in reach- ing personal goals and their contribution to team goals. I let my managers know the goals the team has set and report periodically to them on progress. When the team is pressed to complete assignments that temporarily keep them from working toward established goals, I adjust the timetables, but get them back on track as soon as feasible. The more "yes" answers, the more focused you are on setting and meeting the goals of your team and its members. Because at any one time, a dynamic team has a variety of goals to meet, there will be some that have been completed, others that are in the process of completion, and some which are still on the drawing board. In a busy team, when a goal is reached, particularly when it is an interim goal, it is easy to ignore it and just keep moving ahead. To maintain the enthusiasm and to solidify team spirit, don't let the completion of any goal go unrecognized.