Roles & Goals
You’ll maximize your impact when you can hand over not just specific tasks, but broader responsibilities. In this section, you’ll find tools for creating meaningful roles and setting and reinforcing clear, measurable goals for your staff, which will enable you to fully share the pressure (and joys!) not just of day-to-day tasks but also of driving your organization forward.
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.
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.
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!
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.
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.
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.
Need inspiration for goal-setting? Check out our goals bank of sample SMARTIE goals for common areas in the progressive and education equity sectors.
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.
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.
Use this resource to set short-term goals and identify essential activities for the first three months.
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.
A division of labor helps two or more people clarify which responsibilities each person holds. Here we share two samples.