Setting Objectives – Part 2: The OAR Model

Goals

Top sportsmen and women have always had to use a framework of clear goals and objectives to maximise their performance. Management in corporate life is no different.

In this series of two blog we are looking at three key elements of objectives setting.

  1. Goals versus Objectives, defining intent and targets.
  2. Working Smart, so we set robust objectives
  3. Managing Performance, using the “OAR Model” to set and manage objectives.

This week we’ll look at Managing Performance, using the “OAR Model” to set and manage objectives

  • Outcome
  • Activities
  • Resources
Outcome

It’s very common for people to set an objective that is solely based on an outcome. Increased gross sales in the development team by twenty percent by 2013. A fairly smart objective, what we would call an outcome objective.

How will this be achieved just by working harder, how we’ll judge whether this is realistic? We need to look at how this will be achieved, what are the activities that will contribute?

Activities

The activities maybe spend more time in front of clients. Break into a new sector. Develop new offerings to existing clients. It maybe that there are also new skills or competencies that are required to successfully hit your target.

Resources

The resources maybe time management training, research, work shadow, product or service development. And all three types of objective result activity and competence need to be smart. So,

  • When setting objectives you start with the Outcome and work down through Activities to Resources.
  • When you implement  you start with Resources then the Activities which give you your Outcome.

I hope these two posts have been useful. Obviously, there is a lot more to the subject, perhaps this will whet your appetite to work with Sun and Moon!

David Solomon

Managing Director, Sun and Moon Training

@SunMoonDavid

Photo copyright: gpointstudio / 123RF Stock Photo

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