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Goals and Objectives -- Question & Answer Listing  
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Question / Answer

Question:
What are some techniques that strategic leaders use to foster group cooperation?

Answer:
There are a number of techniques that strategic leaders use to foster group cooperation. One way is to develop mutually agreed upon goals, methods for accomplishing tasks, and the milestones used to measure success on projects. Reaching this kind of consensus help to foster group cooperation. Developing good communication channels among group members and using effective teambuilding activities also improve group cohesion and cooperation. Sometimes just because of the position they hold, strategic leaders have the ability to influence others to commit to teamwork, cooperation and collaboration and they use this influence to encourage support for the organization. Furthermore, strategic leaders can attract commitment from group members by demonstrating an “example of excellence,” modeling the behavior and standards of excellence that they want the group to strive to achieve.

Question:
What are some ways to ensure group members meet their deadlines when collaborating on a project?

Answer:
There are a number of things you can do to ensure a group’s project is successful such as communicating performance expectations and standards of evaluation to group members. Make sure they are aware of the necessity of deadlines and milestones and obtain their commitment to meeting the timeline. Send reminders to group members as deadlines approach. Group members need to be personally motivated to work with one another. In some cases, the incentive is their own work ethic and integrity. In other cases, you may need to discover what motivates them. Effective team building techniques will also generate a desire for individuals to succeed in order to ensure the team’s success. Learn more about team building and project management from the resources provided.

Question:
What is a strategic leader's role when implementing a change in the organization?

Answer:
Change is a constant, whether it is personal, societal, or organizational. Some individuals welcome or initiate change while others resist it. One of the primary goals for a strategic leader is to improve an organization. Strategic leaders strive to leave the organization better than when they arrived and with this kind of improvement comes change. Strategic leaders need to recognize that an organization’s members will probably react differently to changes introduced by them, and they should plan the changes they want to make with this in mind. One of the first things a strategic leader needs to do is embrace the change himself/herself. A leader cannot convey enthusiasm for a change that he/she does not welcome. Leaders should have a solid understanding of the organizational dynamics and introduce changes in ways that will maximize individual acceptance. For example, introducing certain changes in an organization of highly educated scientists would probably require a different method than that used to introduce changes in a high school. Because some people are skeptical about changes, it important that you find ways to make your changes seem less threatening. Getting people to understand and accept the value in the new idea will cause them to be more willing to accept the change. Recognize that individuals often go through different phases of change, from denial to acceptance. Guide individuals toward change with sensitivity and appreciation for their uncertainty. These are just a few tips on how to manage change and a leader’s role in introducing change in an organization. Learn more about this subject from the resources provided.

Question:
What is an "action plan?"

Answer:
An action plan is a written strategy listing the tasks that need to be accomplished in order to achieve an objective. Action plans break down the objective into more manageable segments. The steps in an action plan typically include estimates of the amount of time, money, resources, etc. that are needed to complete each task. The individuals responsible for each step are also identified, as well timelines for accomplishing each task.

Question:
What is meant by "assertive communication" and how is it helpful in the workplace?

Answer:
Assertive communication refers to a confident, self-assured method of communicating that enables an individual’s opinions, feelings, beliefs, and rights to be heard. Using assertive communication techniques does not imply that an individual is aggressive, nor should they be used all the time. However, an individual may need to be assertive in order for his/her voice or opinion to count. Using assertive communication techniques in a workplace, for example, allows an individual to increase his/her influence and credibility, making him/her more effective in situations involving conflict or disorder and allowing him/her to better articulate and accomplish goals.

Question:
What is the difference between a goal and an objective?

Answer:
The words goals and objectives are often used interchangeably and refer to the end state (or aim) that an individual strives to achieve. However, in the business world, objectives are often defined as the measurable achievements that one tries to accomplish to enable the individual to reach his/her goal. For example, a salesman may have a goal to increase his car sales by 20% at the end of a six-month period. He might create some objectives to achieve this goal such as coming up with two new marketing strategies by a specified date and achieving a 5% increase in sales after the first 2 months. Once he creates his objectives (these and perhaps others), he might develop an action plan that breaks down the objectives into more manageable and specific tasks. Learn more about goals and objectives from the references provided.

Question:
What type of information about Family Readiness Group (FRG) activities and participants should be maintained?

Answer:
A current roster of Family Readiness Group (FRG) members, along with their contact information and any special circumstances (e.g., number and ages of any children, disabilities that may require special accommodations, etc.) should be maintained and passed on to the new FRG leader when applicable. It is also extremely beneficial to keep a “smart book” of community resources, After Action Reports from FRG activities and events, and any feedback from the participants that can be used to plan future events. For more information on starting and leading a Family Readiness Group (FRG), refer to the Army Family Readiness Group Leader's Handbook as well as the other resources listed.
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