Development Goal Framework

1) From insights to goals

Use assessment outputs (lens & competencies) and team feedback to identify where the person is Underused / Just right / Overused. Convert that signal into one or two Directional goals per cycle, then attach Actions and Checks.

Flow:
Insights → choose domain focus → write Directional goal → list Actions → define Checks → review → iterate.

2) The goal model (your new “types”)

Directional goal (behavior): the behavioral shift we want (increase/decrease/refine).
Actions: 2–5 concrete things that force the behavior to happen (routines, cadences, artifacts).
Checks: light, objective signals that the behavior occurred and mattered (proofs).

Keep it lean: 1–2 Directional goals per quarter/semester is plenty. Pair each with 3–5 Actions and 2–3 Checks.

3) Turn a competency signal into a goal

Read the insight: e.g., Underused—Embraces Change & Creativity (Strategic).
Write the Directional goal: “Increase focused experimentation.”
List the Actions: weekly idea hour; one quarterly experiment; review prompt.
Define the Checks: 2 ideas/month, 1 experiment brief/quarter, “future impact” noted in reviews.
Book the review: add the goal to next 1:1 and the quarter wrap-up.

4) Onboarding vs. ongoing development

Onboarding (first 90 days)

Pick one domain Directional goal tied to the role lens.
Use Actions that embed rhythms (planning cadence, decision cadence, input rounds).
Checks focus on adoption (did the new rhythm happen?) and basic outcomes.

Ongoing development (quarterly/semester)

Pick 1–2 Directional goals based on Development Insights and/or leadership feedback.
Tighten Actions (fewer, higher leverage).
Checks expand from “did it happen?” to impact (cycle time, quality, collaboration).

5) Examples by lens emphasis

Service/Customer (Enabling-heavy lens):
- Directional goal: “Increase stakeholder involvement early.”
- Actions: map stakeholders; pre-decision input rounds; rotating customer shadow.
- Checks: briefs show input; CSAT on handovers.
Brand/Speed (Driving-heavy lens):
- Directional goal: “Increase decision velocity on launch items.”
- Actions: launch board with DRI; Tuesday decision cadence; pre-read template.
- Checks: time to decision ↓; % launches hitting date ↑.
Innovation (Strategic-heavy lens):
- Directional goal: “Increase validated experiments.”
- Actions: backlog of hypotheses; monthly experiment slot; stop/scale gates.
- Checks: experiments/quarter ↑; scaled wins documented.
Efficiency (Operative-heavy lens):
- Directional goal: “Reduce variability in delivery.”
- Actions: 90-day plan; weekly blocker sweep; retire one rule/month.
- Checks: on-time % ↑; defects/rework ↓.

6) Cadence & governance

Set: 1–2 Directional goals per cycle, each with Actions + Checks.
Review: monthly 1:1; quarterly reflection (keep/adjust/drop).
Connect: tie persistent team patterns to strategy and KPIs (growth, productivity, quality, adaptation).
Archive: keep short notes (goal text, actions taken, checks met) for progress over time.

7) Copy-ready goal set (example)

Directional goal (Strategic): Increase focused experimentation.
Actions: Weekly opportunity hour; shortlist 3 ideas/quarter; charter & run 1 experiment with stop/scale criteria.
Checks: 2 ideas/month reviewed; 1 experiment report/quarter; “future impact” noted in roadmap review.

Directional goal (Operative): Improve delivery reliability.
Actions: Co-create a 90-day plan; weekly milestone check; remove one low-value rule/month.
Checks: On-time % ↑ vs. baseline; rework loops ↓; list of retired rules with impact.

Directional goal (Enabling): Raise involvement/ownership.
Actions: Input rounds on major decisions; delegate one end-to-end outcome/month; “red flag first” opener.
Checks: Contributors recorded in briefs; delegated outcomes shipped; pulse on safety/inclusion ↑.

8) FAQ

How many goals?
One for onboarding; 1–2 per development cycle thereafter.

Do we need heavy metrics?
No—Checks are light proofs (counts, cycle times, yes/no artifacts, brief pulses).