Learning Management System Goals and Confidentiality
December 10th, 2008 by Robin Green
We’ve all heard the goal acronym SMART–Specfic, Measurable, Attainable, Results-Oriented, and Timebound. However, the “Timebound” part doesn’t always materialize, and goals sometimes need redefining. As a manager leading a team, it’s your job to routinely check up on members’ direction and progress with their assignments. Use your learning management system to track member needs and accomplishments, as well as respond to achievements and react fluidly with team progress, outlining and updating organizational goals.
Keeping track of both team and individual performance is simple on a learning management system. However, it may not always be best to publish statistics on team or member achievements. While a manager needs to understand the team’s strengths, weaknesses, and progress, this information is best kept between the members, the leader, and the learning management system.
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December 10th, 2008 at 8:53 pm
The holy grail, of course, is to develop the skills and capabilities of your team members to ‘own’ the time’bound part and not need to be checked-up on.
By building the self-confidence and ownership of goals, managers will not only save themselves time (and avoid feeling like a policeman), but they will ensure that they evolve people whose culture becomes that of understanding that role includes responsibility for their own development and, indeed, futures.