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Developing Performance Goals and Standards

Learn how to Develop Performance Goals

Does your organization struggle with alignment?  

In Patrick Lencioni’s New York Times bestselling business fable, The Five Dysfunctions of a Team, you can find plenty of examples of what misaligned organizations look like.

One characteristic that defines organizational misalignment is when an organization’s strategy isn’t part of individual team’s performance goals. Managers and supervisors are directly responsible for causing this issue. Unfortunately, many times they don’t recognize their responsibility.


However, these issues are resolved when managers align their direct report’s goals with the organization’s goals.

When team leaders bring departmental and organizational goals to their teams, the team can build goals that fit into these larger goals. Team leaders must know how to meet with each team member individually to identify how each team member’s work product fits into the team goals.

This process will close the alignment gap. The results are that 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!

Course overview:

This course starts by teaching managers how to determine well-defined goals and ‘fuzzy’ goals. They will learn the effects poorly defined goals will have when discussing performance standards. After, the course will show managers how to write well-defined goals. The manager will practice these skills throughout the course and through free follow-up activities.

Learning Objectives

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

In-person, Online or Blended learning options

Are you a new manager looking to learn how to effectively develop performance standards? Perhaps you are an HR professional looking to bolster your organization’s leadership development program by teaching Developing Performance Standards. This course fits both training needs because it is available in multiple formats.

Classroom Learning

Designed for 9-21 leaders. Industry-specific skill training. Physical workbooks

Online Learning

Perfect for individuals or teams. Includes free follow-up tools.

Blended Learning

Fully customizable solution. Combines the best of the in-person and online options.

What does the course cost?

The pricing below is for a single workbook or single online course credit for one leader.

Education pricing is available for workforce development programs through local colleges. Organizations that have 25 or more managers are able to purchase a subscription to the full course. Please email us for details.

Free and engaging follow-up training

Regardless of the training option that you choose, you will receive access to follow-up tools that will help leaders retain and apply what they learn. The tools range from printable handouts that leaders will use as a guide as they apply what they learned on the job.

  1. On-the-job guide – leaders will be able to review key points that will help them during their day-to-day responsibilities as managers.
  2.  Follow-up activities – All courses include 6-weeks of micro-learning activities. These activities are used as competitions when the training is used in a group learning format.
Vital Learning Leadership

Frequently Asked Questions

Supervisors, team leaders, and managers. If you or your organization have a position that oversees direct reports and is responsible for them, this course is for you.

Individuals in this position don’t need to be new to the position. This course work is for all managers and supervisors. 


There are separate facilitation materials which include a leader’s guide and powerpoints that trainers and coaches can use to conduct this training.

If your organization doesn’t have access to a trainer, we are able to conduct or recommend someone to run the training.

In-person/blended learning classes: We recommend hosting these classes with 9-21 participants. 

If your organization has too few supervisors or managers, we recommend using the online training.


The classroom or blended learning options use facilitation materials and a leader’s guide so any corporate trainer or consultant is able to buy the materials and use them immediately.

We provide on-demand train-the-trainers to help facilitators and trainers learn the course work. We are also available to answer questions about the course and its application.

The length of the course depends on which format you use:

  • In-person, classroom training takes 4-5 hours
  • Online training takes 1-2 hours
  • Blended Training takes 2-3 hours

All options include 6-weeks of follow-up, micro-learning activities.

Yes! All Leadership Essential courses are SCORM compliant.

If your organization doesn’t have an LMS, we can provide LMS access as a way for you to track which courses your leaders use.

The courses are tailored for office, industrial, and healthcare settings. However, the skills that are covered are the same across these different settings.

Yes! The publisher of this course has partnered with the University of Phoenix and the courses are accredited.

Are You Ready To Start?

Try our pilot package: Buy 20 workbooks and get a free facilitation kit.

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