Goal setting involves the development of an action plan designed to motivate and guide a person or group toward a goal. Goal setting can be guided by goal-setting criteria such as SMART criteria. Goal setting is a major component of personal-development and management literature
2. GOAL SETTING
• In 1960’s, Edwin Locke put forward the Goal-setting
theory of motivation.
• This theory states that specific and challenging goals
along with appropriate feedback contribute to higher
and better task performance.
3. Why should we set goals
• To make progress from continues failures
• To avoid mistakes
• To maintain effective time schedule
• To conclude ,precise the aim
• People without goals are not as successful as they hope to
be
4. Edwin Locke’s goal-setting theory
• Clarity: goals need to be specific
• Challenging: goals must be difficult yet attainable
• Feedback must be provided on goal attainment
• Task complexity
5. Why goals are important
• Goal setting tends to increase our motivation and result in greater
performance outcomes
• Goal keeps you focus on what's important
• Goals force you to reach your desire.
• Goals encourage you to gain knowledge and force to improve the
skills
• Goals help you to understand your strengths and weaknesses
6. How to utilize goal setting theory effectively
• Clarity.
• Challenge.
• Commitment.
• Feedback.
• Task complexity.
7. Clarity
• Once you've set your goal, examine whether it is specific ,
good , clear or not .
• use SMART goals
• Do you think the challenges which you designed motivate
you?
• If you don't feel strongly about the goal, you might need to
clarify it or change it entirely.
8. Challenge
• Use scenario planning .
• Understand the difference between pressure and stress
• Pressure stimulate us in a beneficial way like motivated,
engaged, and excited about doing our best.
• stress happens when people feel out of control, and it's a
wholly negative thing.
9. commitment
• Accept your present changes of goal setting and be committed
to it.
• Find the determinants that shape your goal-setting and goal
completion process.
• consider and modify the social dimension which accompanies
goal-setting
• Visualize your achievement when you deviate
10. Feedback
• Feedback simply measuring your own progress.
• Analyze that what has and hasn't worked, and
make adjustments along the way.
• Create a timetable to schedule regular feedback
11. Task complexity
• Improve your skills to accomplish the goal
• When goals or assignments are highly complex Program
yourself to fight with positive mind .
• Reassess or modify your goals if necessary.
• Break large, complex goals down into smaller sub-goals.
12. Smart
• SMART is an acronym that stands
for Specific, Measurable, Achievable, Realistic,
and Timely.
• SMART goal is used to help guide goal setting.
13. Specific
• Establishing or evaluating the goal.
• Goals should be Well defined, clear, and unambiguous
• What would you like to be at the end of pursuing your
goal
14. “W” questions to make goal specific
• Who: Who is involved in this goal?
• What: What do I want to accomplish?
• Where: Where is this goal to be achieved?
• When: When do I want to achieve this goal?
• Why: Why do I want to achieve this goal?
15. Measurable
• Its good to quantify our goals
• We need to be able to see progress over time
• compare your self before and after goal setting.
• use charts to measure your progress toward the
accomplishment of the goal.
16. Achievable
• Attainable and not impossible to achieve.
• you must feel like they are in line with your value
system
• Motivate yourself that your goal is achievable and
follow your plan .
17. Realistic
• Within reach, realistic, practical and relevant
• You need to create goals you can accomplish at your stage
in life.
18. Time-based
• Fix Specific date and/ or time to complete the task,
including a starting date and a target date.
• Deadlines improve the urge towards the accomplishment
19. Reasons to fail the Goal
• Vague goals failed to increase motivation
• Very difficult and complex goals stimulate riskier behaviour.
• If the goal is not time-constrained, there will be no sense of urgency
and, therefore, less motivation to achieve the goal.
• If you lacks skills and competencies to perform actions essential
for goal, then the goal-setting can fail and lead to undermining of
performance.
20. You cant go back and change the
beginning but you can start where you are
and change the ending.
C.S.Lewis
