How to set appropriate goals for your chosen CSR programme.
As with any goal setting exercise, you should aspire to write SMART, explicit goals for your CSR strategy. To avoid setting yourself up for failure, make sure these are realistic and socialised widely with your team. In an ideal case, you will report publicly against the goals you set as a team and offer some evidence to support how you have gone against achieving these.
We recommend each goal has a plain english interpretation, a more detailed description, any potential barriers, a predicted outcome, and a clear measurement to track and report yourself against. For example, a goal could look like:
Pillar: Cultural Intelligence.
Plain english goal: “We would like to improve our understanding of te ao Māori and the principles for engaging effectively with tangata whenua.”
Description: This goal is important to our work in [XYZ] and will support our efforts in becoming a more inclusive workplace. As [XYZ] specialists operating in New Zealand, we see it as our corporate responsibility to understand how the principles of Te Tiriti apply to our work and to take a leading role in demonstrating these. This means we will be able to use our platform to support Māori causes and te reo language uptake in [our city]. We think the best way to do this is with workshops for staff on te reo, tikanga, and effective engagement processes, at an expected cost of [XYZ]. We will future-proof this initiative by [XYZ].
Potential Barriers: We don’t have an expert in house to guide us and we will need to commit resources to getting their advice and support. We will also seek support of these [XYZ] groups.
Measurement: Number of workshops held this year, before and after survey feedback from staff on confidence, and feedback from external facilitators.