Learning #1: Rethink your approach to traditional targets
At Zühlke, finding a competitive edge to bring to our customers relies on a culture where employees are free to challenge assumptions and take intelligent risks. To encourage his team to do this, Thomas asks them to think about their efforts in terms of collective contribution goals, as opposed to individual metrics and targets.
“The language we use can make a big difference,” he explains.
“Try to steer away from thinking about traditional ‘targets’ as most of us don’t perform as well when we know we’re being measured. But when you flip that to ‘what is it that you’re trying to achieve,’ everything changes.”
That’s not to say that traditional learning and development metrics aren’t important. They play an important role in understanding if a team is on track. The trick is to avoid going ‘overboard’ with them, and risk negative consequences as a result.
If your goal is to establish a culture where people have the Right to be Wrong, and take more creative risks as a result, over-measuring will only damage that environment. “Be aware that KPIs steer behaviour. Individual KPIs promote individualistic behaviour,” says Alex. “For a team to work creatively, setting an inspiring vision is what gets them there.”