Do you push a manager goal to all people leaders as part of your performance process?  If so, what are the key elements of your goal?

Yes, we set overall manager goals aligned with the company's objectives, which are then refined and tailored for each department. This ensures that all people leaders are working towards the broader business goals, while also addressing the specific needs and priorities of their individual teams.

We're aiming at building a high performing culture and the first step was to re-engage with clear and structured performance process. For this, it was essential to clearly define expectations of our people managers, including in the performance goal setting. And yes, that means consistent goals cascaded throughout the organization - so we all have the same baseline (an absolute minimum that is non negotiable). 
And while the exact wording may differ, the key elements we focus on: drive ownership & accountability in your team; lead your team's performance (regular feedback); partner for best in class recruitment journey; foster a psychologically safe environment in your team.

We don't, but have talked about it before. If we did, it would be related to the development of colleagues / teams or demonstration of leadership behaviours/culture.  Curious what others do as well.