In this example, the objective of the project was to create a process for taking the
company goals and performance drivers down to employee actionable levels.
Senior leadership of the organization set the overall goals. We helped the company
determine the “performance driver value trees” for their business units and support
functions.  The next step was to determine who in the organization was accountable
for the achievement of which of the goals and objectives.
Rather than decide from oversight level, goal setting workshops were used in which
employees were given a process and tools for identifying which business drivers
they had some impact on.  Employees then identified their action steps and
individual and team goals related to the overall goals.

This process was powerful because:
employees took ownership of the process and goals
they had greater line of sight between their individual and team goals and the
overall company goals
employees understood how their actions created value in the organization
ultimately there was greater coordination of activities, integration of efforts and
less blaming of others across functions because employees had a fundamentally
greater appreciation of the interdependencies of activities.