The formulation of goals, the issues of goal setting and goal formation are directly related to any branch of knowledge that studies and describes the conscious activity and behavior of a person (or other organic system). The topic of portable abilities becomes the most significant when it comes to finding a job or the importance of choosing a profession (for example, changing a profession) and evaluating one's abilities. As for personnel, talent seekers and bosses have a certain set of opportunities to look for in candidates, and many of them are related to the abilities of applicants. As a general scientific category, the goal is characterized as an idea of the state to which the given system aspires and for the sake of which exists, the definition of the goal as the anticipation in thinking of the result of the activity and the way of its organization with the help of certain means that has the same meaning. The goal integrates various human actions into some sequence or system.
A goal is a clear understanding of the desired result. A correctly set goal sets the criteria for its identification, that is, it makes it possible to reasonably answer the question — has the goal been achieved or not.
Each individual has their claim lifestyle. Models of behavior are customarily separated into two expansive bunches: versatile and goal-oriented. To begin with incorporates individuals who adjust to the conditions of life, the moment — those who are solidly moving towards the planning goal. Both models have their possess merits and demerits. Focusing on the cons, you will decide what to choose. Consider both sides of the coin in each of the ways.
Versatile people tend to go with stream, comply present day realities. Such individuals do not attempt to profoundly alter or move forward something. By nature, they are as rule kind and considering, esteem steadiness and perplexed of misfortunes due to a few changes in their lives. At the smallest trouble, opportunists tend to urge discouraged or have strongly anxiety. They do not make conditions, but get utilized to existing ones, attempting to unequivocally comply with certain standards and rules.
Purposeful individuals construct life themselves and do not go with the flow. Usually they are business people, high-class masters and fruitful individuals with shrewdness and experience. With solid character, pioneers are committed to achieving results and do not complain about the issues that arise. They tend to make for the purpose of greatest comfort.
Beneath the objective, each individual gets it something of his own:
- desired result of events;
- specific result of process;
- the anticipated adaptation of long run.
The objective ought to be clear and specific. Otherwise, it gets to be troublesome to achieve. Fuzzy goal-setting makes the premise for questions approximately the have to be total the task. Initial wants are overlooked; other needs emerge in their place.
Goal-setting could be a complex and rather long process. The fundamental trouble lies within the fundamental change characterized states of mind, within the creation of a natty gritty arrange for their usage and the choice of goals. In the course of the execution of the sketched out focuses of the arrange, blunders unavoidably emerge that have to redressed in a convenient manner.
The target can be everything that the person needs to attain, what he needs to realize. As a result, it is not continuously achievable. It may be an item of ponder action, volitional qualities and motivation. As within the case of inside mental forms, the concept of an objective can be anticipated onto the outside world.
The goal is idealized encapsulation of the result of any action and the ways to realize it with the assistance of particular tools. It is closely associated with the wants and eagerly of an individual, with his thought of a perfect future, with the will of the person and awareness. The properties of objectives (rightness, shared consistency, versatility and profundity) depend on the nature of the arrangement and changeability of the personality. Depth areas the level of impact of the target on different regions of life. This property characterizes the assignments of the key plan. Consistency may be a property that appears the relationship of a given objective with others, their shared influence. Plasticity is the property of changing over time. Due to slow arrangement of values, the objectives of the worldwide viral level moreover tend to transform. Correctness demonstrates the level of consistency of the settings of the strategic and vital arrange.
It ought to be recalled that it is not as it were a precisely formulated objective that’s imperative, but moreover an accurate representation of the ways to realize it. Tools and assets must be clearly distinguished to assist accomplish the expecting result within the distributed time frame. This is encouraged by an extraordinarily created Savvy goal-setting innovation, within the truncation of which five quality criteria:
- Specific: The most specific goal that indicates a specific outcome;
- Measurable: The goal must lead to a measurable result, either quantitatively or qualitatively. In the first case, the figure that needs to be achieved is fixed. In the second, a standard is given;
- Achievable: the goal must be achievable, and the results and methods real;
- Relevant: the relevance of achieving the goal at the time of reaching the result is necessary;
- Time-bound: the goal must be urgent, that is, clearly limited in time to reach.
Brian Tracy's Method. On a chunk of paper, you would like to compose 10 objectives for the another year in such a way, on the off chance that they had already been implemented. For case, «I gone to 10 states in 10 weeks». Choose the foremost critical one that can alter your life from the composed «realized» goals. Fix it, copy it on the moment sheet of paper and work it out agreeing to the SMART method.
In order to achieve this goal, you must include strong, confident, factual evidence for your point of view. You need to impart a proven fact that connects with your audience — one they can accept as being truthful. After that, you can present the next proven fact, and so on and so on. It may seem simple, but at times is hard to do. You need a strong belief (and a driving passion) in your point of view with examples of the evidence supporting your conclusions. This can be scientific evidence, in the form of tests, research, accepted theories or facts or even historical evidence based on facts, figures and dates.
Planning as an integral part of goal setting. Without a plan, reaching your goals tends to be a hit-or-miss proposition, and time is easily wasted. Without a plan, you may find yourself reacting to the demands of others rather than focusing on your own goals. Without a plan, you will miss the benefits that come from using effective planning skills. Before considering the benefits of effective planning, perform the self-audit on the next page, and identify your strengths and areas for improvement with regard to planning.
Objective setting is incomprehensible without planning. To accomplish assignments, an individual must arrange certain actions. The result will be fruitful as it were with a clear step-by-step execution of them. At the introductory organize, arranging will not be able to require into consideration all the subtleties, hence, it is conditional. Nevertheless, it is vital since it makes a difference:
- center on truly critical moments;
- determine the bearings in which to move, and the activities taken at the same time;
- eliminate questions and anxiety;
- increase the level of inspiration for the effective accomplishment of the goal;
- determine the activities that have to be performed to realize the result;
- leverage existing abilities and resources;
- self-determination in your claim life;
- gain certainty within the rightness of their claim activities.
The goal setting of an enterprise must follow certain rules:
Goals must be particular and measurable. Accordingly, the result must compare not as it were to the required subjective, but moreover quantitative indicators. Thus, the examination of the accomplishment of objectives, the discernment by the open, and their open dialog are facilitated. As a result, animosity coordinated at the company decreases.
The goals must be relevant to reality, and the enterprise must have the appropriate potential. This is assessed during the cost planning and resource allocation phase. With a lack of temporary potential, employees will not be able to achieve their goals, their trust in management will be lost.
The goals must be loyal to change and able to transform in the process.
Goal-setting must be understandable for all personnel, and goals must be spiritually close to the majority of employees, since their achievement will be a collective activity. Goal setting should be as transparent as possible. This will help analyze the task setting and motivation of employees.
The team must be cohesive, capable of achieving the set goal, regardless of external conditions.
Setting criteria
An effective method for establishing priorities is to use a table. The first column identifies your concerns, which may include your goals, current projects, and activities. Subsequent columns identify criteria to evaluate your concerns.
Criteria often used to rank concerns are importance and urgency. With regard to importance, consider the impact of each concern on your goals. Is it an activity of high impact? What impact is likely in terms of cost? Use of resources? What kind of an effect will this activity have on your reaching your goals? As you evaluate your activities using each criterion, assign a number to indicate the level of importance (high = 3, medium = 2, low = 1) and enter this number in the appropriate space of the table.
There are four common mistakes when setting goals:
Strategic goals are ignored
Many entrepreneurs prioritize tactical financial challenges. More global goals are often not taken into account. For example, a company plans in the medium term:
- increase the rate of income growth;
- increase profitability;
- increase the amount of cash receipts.
However, the prospects for further development are set precisely by the goals of the strategic plan. The implementation requires significant expenditures of both time and other resources.
Strategic goals can be:
- increasing market share;
- improving product quality;
- work on the reputation of the enterprise;
- increasing the value of the organization.
The goal is formulated in a negative way
A fairly common mistake of goal-setting is associated with the peculiarity of human psychology to avoid the problem, and not get rid of the causes of its occurrence. The definition of the task should be based on the movement towards the result, and not escape from difficulties. Examples of incorrect wording:
- minimization of risks in a specific area of enterprise activity;
- reducing the number of employees who are late;
- reducing the number of complaints.
The goal is formulated vaguely and unclear
Typical examples of vague definitions are: «improving efficiency», «strengthening labor discipline», «leadership in this industry», etc. its departments». Such a goal is, in principle, unattainable.
Researchers argue that the majority of managers use the concept only to assess the actions of employees. Only 16.6% of managers use the method for its intended purpose — to harmonize the goals of enterprises at different levels. This situation is due to very specific reasons:
- insufficiently clear formulations of tasks at lower levels;
- the goals do not express the true needs of the enterprise (they are not aligned with the goals of the upper levels);
- there are no responsible persons for each direction of goal setting.
The stated goals are not true
Sometimes the leadership voices one goal, but in reality, completely different decisions are made. For example, it is stated: "The interests of the client are above all!"
«My success evolved from working hard at the business at hand every day.» Johnny Carson
Many studies have been conducted over the years to try to determine why it is that some people are more successful than others.
Hundreds, and even thousands of salespeople, staff and managers have been interviewed, tested and studied in an attempt to identify the common denominators of success. One of the most important success factors discovered, over and over again, is the quality of «Action Orientation.»
Thich Naht Hahn: "The path is the goal." In other words, finding your path in life is your goal in life. Your path is not your profession, how much money you make, your title, or your successes and failures. Finding your path means finding out what you were put here on this earth to do. What is your life's purpose? Why were you given this gift called life? And what is the gift you give back to life?