Teams that show up and work hard will achieve a lot. Teams that strive for specific objectives (outcomes) achieve more.
Yet, when I ask managers and employees to list the top three objectives for their teams, surprises bubble up. I combine the individual lists and the result looks like a hundred-car pile-up. Items fight with each other, general (often meaningless) statements emerge from the deep, and important outcomes disappear into the mist. Literally no one agrees on the priorities.
Confusion abounds in spite of the fact that companies have systems for identifying, communicating and tracking objectives.
If you want to send a bat signal to your team, write down three objectives you want the team to achieve by quarter end. List three measurable targets for each objective. Communicate this list to your boss and employees. Monthly, attach a symbol (green, yellow, red) to each objective to signal how the team is doing. Discuss progress, or lack of, briefly in regular meetings.
To galvanize a team, members most know what defines success and they must receive timely feedback (scores) on how well, or poorly, they are doing.