Developing Performance Goals and Standards

Does your organization struggle with alignment?  When team leaders bring departmental and organizational goals to their teams, the team can build goals that fit into these larger goals.   When team leaders meet with each team member individually to identify how each team member’s  work product fits into the team goals, this closes the alignment gap.  

Team leaders learn how to negotiate performance goals collaboratively.  Standards are clarified.  Regular check-ins to chart progress and discuss challenges ensure targets are hit. The results are magical!

  • Delivery Methods: Classroom, online or blended
    Timing: 4 hours and 45 minutes including 30 minutes of suggested breaks.
  • Custom Versions: Office, Industrial and Healthcare included in each facilitator kit.
  • Class Size: 8-21
  • College Credit: All of Vital Learnings courses are pre-approved for college level credit.
  • Online Timing: on average, learners spend 60 minutes 
  • LMS: All courses are SCORM compliant. Hosted through your LMS or ours
  • Intended audience: First line supervisors, team leaders, managers
  • Reinforcement: two kinds are build into each module
  • Certification: There is no requirement. 
  • Train-the-trainer: on-demand TTT’s available for all modules.


  • Collaborate with the team member to create performance standards that align with the team’s goals and the organization’s strategic objectives.
  • Identify and set performance standards that are S.M.A.R.T. (specific, measurable, attainable, results-oriented and time-framed).
  • Use concrete, active language in creating performance standards.
  • Monitor team members’ progress toward their goals by holding individual review meetings.
  • Use the Developing Performance Goals and Standards Skill Points to plan and conduct a meeting with your team member.

Skill Points:

  1. Open: Explain the importance of setting performance goals that align with the organization’s goals.
  2. Clarify: Review the team member’s goals and ask the team member for ideas.
  3. Seek/Share: Discuss what the performance standards should be for each of the goals.
  4. Agree: Agree on performance standards that are S.M.A.R.T.-based.
  5. Close: Express your confidence in the team member’s ability to achieve their performance goals and standards.


Using Vital Learning’s training solutions has helped Mission Linen Supply’s supervisors gain the essential skills they need for success. The benefits, however, have had an impact on employees at all levels and, as a result, affected the culture of the company. Bob Rohrbough, Learning and Development Manager
Bob Rohrbough
Learning and Development Manager, Mission Linen Supply

Check out these samples:

Demo Workbook
Trouble Shooting Guide Sample

For the Facilitator

For the Particiapant:

  • Facilitator kits- everything needed to facilitate this course
  • On-demand train-the-trainer with tips, best practices, enhancements and alternate ways to deliver activities
  • Facilitator level access to the Vital Hub- jogger card templates, trouble shooting guides, reproducible worksheets and more
  • Participant workbook – in digital or print versions
  • 48 Hour reinforcement tool – reinforces what’s been learned in first 48 hours following training
  • Vital Boost- six weeks of reinforcement questions with a leaderboard to compare scores
  • Participant level access to tools in the Vital Hub such as reproducible worksheets to put what has been learned into practice and trouble shooting guides that cover barriers that may occur when practicing skills with strategies


Applications for this course:

Reinforce DiSC with this course:

  1. Brand new team leader or supervisor, or lower level manager.
  2. Team leaders, supervisors, managers who have missed basic supervisory training along the way.
  3. Team leaders who are experience frequent turnover, conflict on their teams, lawsuits, or any issues that requires them to call upon HR to their team.
  4. A great number of issues team leaders bring to HR are due to a lack of basic supervisory skills. If you want to reduce the time HR is spending doing the work of the supervisor, the Leadership Essential Series is a perfect choice.
  5. If your organization has previously introduced DiSC to supervisors, it can become a thread through these courses. It can also be brought into the skill practice in each course.


Skill Practice – “Skill Practice #2”

    • Add a layer of complication by assigning DiSC profiles and asking the team leader to keep the profile of the team member in mind during the discussion. During the debrief, discuss how the DiSC profile of the team member impacts how the team member approaches the discussion.

Course Outline

Class introduction

  • Open the course
  • What’s the plan?

Key Concepts

  • The effect of fuzzy performance standards
  • Writing S.M.A.R.T. performance standards

Skill Points

  • Introduction to the skill points
  • What would you say?

Foundational Skills

  • Overcoming obsticals

Positive model

  • Introduce positive model
  • Positive model video

Skill Practice

  • Skill Practice #1 Preparation
  • Skill Practice #1 Coaching
  • Skill Practice #1
  • Skill Practice #1 Feedback
  • Skill Practice #2 Preparation & Coaching
  • Skill Practice #2
  • Skill Practice #2 Feedback
  • Skill practice debrief


  • 48 hour reinforcement
  • Vital Boost


  • Review achievement path
  • Close the class


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