They can also feel overwhelming if we’re uninspired by the potential outcome. When we’re not intrigued by what might happen, we’re not engaged – and when we’re not engaged, finding solutions and doing what it takes to create success is very hard work. (more…)
Posts Tagged ‘goals’
How successful is your organization in meeting the objectives set by your leaders?
When teams are energized, motivated, and inspired, they can achieve amazing results. On the other hand, we’ve all seen what happens when teams are de-motivated, disengaged, or unenthusiastic about their goals. (more…)
When life is especially hectic – as it generally is during the holiday season – we can quickly feel pulled apart by competing demands in our work and personal lives. Year-end priorities at work require attention, yet there are also holiday parties to attend, family time is even more important than usual, and special events require extra time for shopping and preparation.
It’s no wonder we can feel sucked under by all the details, spinning between one last-minute deadline and another. What we most need to do when we start spinning like that is something that can feel both difficult and counter-intuitive. (more…)
The following guidelines will help you to set effective goals:
#1 Declare each goal as a decisive statement: Express your goals positively – ‘Implement this procedure well’ is a much better goal than ‘Don’t make this stupid misstep.’
#2 Be clear-cut: Set a precise goal, putting in dates, times and amounts so that you can gauge achievement. If you do this, you will know spot on when you have achieved the goal, and can take complete satisfaction from having achieved it.
#3 Set priorities: When you have a number of goals, give each one a priority. This helps you to prevent feeling overwhelmed by too many goals, and helps to direct your attention to the most significant ones.
#4 Write goals down: This magnifies them and gives them more force.
#5 Keep operational goals small: Keep the low-level goals you are working towards small and realistic. If a goal is too heavy, then it can seem that you are not making development towards it. Keeping goals small and incremental gives more opportunities for reward. Develop today’s goals from larger ones.
#6 Set performance goals, not outcome goals: You should take care to set goals over which you have as much power as possible. There is nothing more disappointing than failing to achieve a personal goal for reasons beyond your rule. In business, these could be bad business environments or unexpected effects of government policy. In sport, for illustration, these reasons could include feeble judging, bad weather, injury, or just plain bad luck. If you base your goals on personal accomplishment, then you can keep control over the achievement of your goals and pull satisfaction from them.
#7 Set realistic goals: It is crucial to set goals that you can reach. All sorts of people, employers, parents, media, society can set unrealistic goals for you. They will often do this in ignorance of your own requirements and ambitions. Then again, you may set goals that are too high, because you may not realize either the obstacles in the way or recognize quite how much aptitudeyou need to develop to achieve a precise level of performance.
When you have achieved a goal, take the time to benefit from the satisfaction of having done so. Bask in the implications of the goal achievement, and survey the progress you have made towards other goals. If the goal was a considerable one, reward yourself appropriately. All of this helps you create the self-confidence you deserve!
With the skill of having achieved this goal, review the rest of your goal plans:
If you achieved the goal too easily, make your next goals harder.
If the goal took a dispiriting length of time to achieve, make the next goals a little easier.
If you learned something that would guide you to change other goals, do so.
If you noticed a discrepancy in your skills in spite of achieving the goal, determine whether to set goals to resolve this.
Failure to meet goals does not matter much, as long as you can be trained from it. Supply lessons learned back into your goal setting program.
Remember, too, that your goals will transform as time goes on. Fiddle with them systematically to reveal growth in your learning and experience, and if goals do not hold any attraction any longer, then let them go.
Reference: Some material used from MindTools.com
Need more help in this area? The Who Says We Can’t Do It video program uses the story of Lance Armstrong’s triumph over cancer and his subsequent Tour de France wins to instill a strong, Can do! attitude in your employees.