別のOSで動きます。
コンサルの現場で強く感じるのは、個人目標とグループ目標はまったく別のOSで動いているということです。 個人目標は、KPIや行動改善など「評価のための管理装置」。上司と部下の1対1になりやすく、対立構図が生まれがちです。
一方、グループ目標は、役割分担・進捗共有・タイムマネジメントなどを通じて、チームで成果を出すためのマネジメント手法を学ぶ場。リーダー育成や自走型組織づくりに直結します。
つまり、 個人目標＝評価のOS グループ目標＝組織運営のOS。
この違いを理解すると、研修やリスキリングの設計が大きく変わります。
The Difference Between Individual Goals and Group Goals!
They operate on different “operating systems.”
In my work as a consultant, I strongly feel that individual goals and group goals operate on completely different “operating systems.” Individual goals serve as a “management mechanism for performance evaluation,” focusing on elements like KPIs and behavioral improvements. They tend to center on one-on-one interactions between a supervisor and a subordinate, often creating a dynamic of conflict.
In contrast, group goals provide a setting to learn management techniques for achieving results as a team—covering aspects such as role allocation, progress sharing, and time management. They are directly linked to developing leaders and building self-driven organizations.
In short: Individual goals = the “evaluation OS”; Group goals = the “organizational management OS.”
Understanding this distinction fundamentally changes how you design training and reskilling programs.
