Goal Setting
Goal setting is the first phase of the performance cycle and establishes clear expectations for the year. It helps you understand what is most important, how your work connects to team and university priorities, and how your performance will be evaluated.
Why goal setting matters
Clear, meaningful goals provide purpose, alignment, and help you stay focused, energized, and engaged by understanding your contributions and path for development. Clear goals turn aspirations into tangible milestones, fostering confidence and a growth mindset.
Setting goals
For additional guidance for employees and managers on setting goals together and integrating competencies, review the training resources below.
- You reflect on your team's goals and priorities.
- You draft your goals and identify key competencies to focus on in the year ahead.
Resources
- Goal Setting in Sequoia for Employees (Help article)
- Goal Setting in Sequoia for Managers (Help article)
- You and your manager meet to review, refine, and finalize goals - ensuring they connect to broader team goals
- Together, you establish a plan for ongoing check-ins.
A collaborative partnership
Goal setting is a two-way street. Both you and your manager play a critical role in ensuring your goals are clear, meaningful, and achievable.
- Your role (Employee)
- Draft your initial goals based on team priorities.
- Identify areas where you want to grow your skills.
- Seek clarity from your manager when expectations are unclear.
- Drive the conversation during 1:1s
- Your manager's role
- Provide strategic context and team priorities.
- Review, refine, and approve your goals.
- Identify necessary resources and remove roadblocks.
- Offer ongoing coaching and support.
- Throughout the year, you and your manager check-in regularly on progress, challenges, and support needs.
- Goals can be updated or adjusted as priorities evolve to stay relevant and achievable.
Integrating competencies into goal setting
Goals and competencies are most powerful when they are used together. Think of goals as the destination and competencies as the map and vehicle that get you there.
The Stanford competency framework
Our competency framework at Stanford is the Korn Ferry Leadership Architect (KFLA). Understanding the specific skills and overarching competencies for your role is central to effective development. It turns abstract growth into concrete action. The KFLA provides a common language for development across Stanford, ensuring consistency and clarity. When selecting your competencies, partner with your manager to ensure they are balanced across four factors: Thoughts, Results, People, and Self.
Training and resources
Goal Setting & Alignment (Instructor-led training)
In this training, employees and managers will explore how to set strong goals, align them with Stanford priorities, and use competencies to guide development.
Goal Setting: Program training (web-based)
In this training, employees and managers will explore how to set strong goals, align them with Stanford priorities, and use competencies to guide development.
Goal Setting: System training (Web-based)
Master goal setting in Sequoia with this interactive e-learning experience designed for employees and managers.
Launch Goal Setting training for Employees
Launch Goal Setting training for Managers
Looking for access to goal-setting resources? Explore the resources below for more support.
Managing goal setting for your team?
Manager-specific resources coming soon!