Are you managing time better? Have you learned that new software program? Perhaps, your goals are tied to performance-based compensation. Did you meet with your supervisor to discuss your goals and criteria for appraisal so that the next review will contain no hidden punches?
Goal setting is a wonderful process and it is a vital part of high achievement. But so often we get overzealous in setting too many goals and overestimating our ability to commit to them. Failure to achieve goals causes feelings of insecurity and loss of self-esteem, definitely deterrents to effective productivity.
Successful people believe in goal setting, and they know how to maximize their efforts to accomplish goals. They follow the SMART process in goal setting. A goal should be Specific, Measurable, Attainable, Realistic and Tangible.
• Specific – A goal should be specific in terms of desired behavior, results and time frame. If a goal is not defined, how will you know exactly what you are trying to do? For example, wanting to increase income is a good goal, but it is too vague. A more appropriate goal would be to increase income by achieving 110 percent higher commissions during the first quarter of this year, compared to the same period last year. That gives you more direction for planning and evaluation.
Specific goals are ones that can be written. Think of the goal in positive terms based on your values and abilities. Having written goals gives you something to refer to when you need encouragement.
Writing goals also allows you to break the goals into achievable pieces and then organizing those pieces into progressive objectives. Many people find it valuable to have a five year plan with supporting annual, monthly, weekly and daily goals. Referring often to the written game plan keeps them on track for obtaining the long-range objectives. Have you ever noticed how successful people are advocates of daily planners where they can list specific tasks and check them off after completion?
• Measurable – A goal must have measurable criteria for effective evaluation. Otherwise, who will you know if you have really accomplished what you set out to do?
In some cases, measurement can show that you may not have achieved all of the goal but that you are on the road to improvement. That little bit of improvement can provide inspiration to try harder instead of giving up from frustration and feeling total failure. A sales representative’s goal may have been to increase customer base by ten accounts, but adding five new clients shows that some additional self-discipline in prospecting and effective selling were demonstrated and progress was made.
• Attainable – Although it is tempting to reach for the sky, goals should be attainable. Continually trying for things beyond your grasp can lead to giving up trying altogether. How many people do you know who never set attainable goals become disappointed when results fall short of anticipation?
A classic example is weight loss. It can be self-defeating to try to lose twenty pounds in a month through crash dieting when the weight was gained over a period of years. A more attainable goal, and definitely healthier alternative, would be to lose five pounds a month through sensible eating and exercise. Achieving just a part of a much larger goal can provide important incentive and motivation.
• Realistic – Goals have to be realistic, too.
Be aware of forces out of your control. Be honest with yourself about your strengths and weaknesses.
For instance, many young executives on lower rungs of the corporate ladder are having to be realistic and adjust their goals. Even if they work twelve hours a day, seven days a week and outperform everyone in their department, they may never get that position of vice president or division manager by a certain age if their company is downsizing and reducing management layers. A more realistic goal could involve extending the time frame or even changing companies to achieve promotion.
• Tangible – A goal that has a tangible reward has greater motivating power than one which is intangible. Not all meaningful rewards are money based. Why do you think so many companies buy countless plaques recognizing some positive attitude or desirable behavior and have a big ceremony giving the awards to employees? It is no different than the gold stars you worked for in kindergarten.
There are many benefits from achieving goals in addition to accomplishing the goal itself. Working toward goals increases your creativity and problem solving ability. At times, the first strategy does not work so you have to determine an alternative plan of attack by brainstorming for options.
Setting and achieving goals is great for building self-confidence. Success breeds success. Accomplishing goals encourages personal growth through accepting challenge, taking risk and acquiring new skills and experiences. Goal setting should motivate you to stretch to your highest potential instead of reaching for “minimal daily requirements.” If the minimum starts becoming the maximum, then the total sum of your life becomes mediocrity and your ego weakens.
Success is the progressive realization of worthwhile, predetermined personal goals. Goal-oriented people know the process for attaining goals.
First, identify a SMART goal and then create sharp images of the goal and its rewards. Second, plan strategy for achieving the goal including a time schedule. Third, list the experiences and possessions you consider important for personal success. Next, develop a supreme confidence in yourself and your own abilities. Last, become determined to follow through on your plan, regardless of obstacles, criticism or circumstances or what other people say, think or do.