Goal setting
An organization without goals has no direction to move it forward. Members in an organization without well-defined goals often have little commitment to the organization. Goals get people involved, motivate them to work on tasks and give them a sense of accomplishment when they are realized. There are many templates, formats and strategies for setting goals. The biggest thing to remember is that a goal with a plan to achieve that goal is the same as having no goal at all.
We recommend using the SMART method when considering your organization’s goals.
SMART = Specific, Measurable, Attainable, Realistic, Tangible
- Who is involved?
- What do I want to accomplish?
- Where am I going to do this?
- When will this occur?
- Which parts of the goal are critical?
- Why do I want to accomplish this goal?
How will I know when the goal is accomplished?
How is this important to you?
Goals may be too high because:
- Other people may be involved
- Insufficient information
- Always expecting your best performance
- Lack of respect for self
Goals may be too low because:
- Fear of failure
- Taking it too easy
To set goals at the right level you should:
- Practice, practice, practice
- Set goals slightly out of your immediate grasp
- Take personal factors into account
- Review and adjust
How do I make it real?