Goal setting exercises are ordinarily based on the S.M.A.R.T. (Specific, Measurable, Achievable, Relevant and Time-bound) expression, particularly in the corporate world. We’re told that creating goals this way is important to our own progress and that of our staff. But research carried out and published in 1990 by Dr Edwin Locke and Dr Gary Latham on goal setting and motivation suggests otherwise (see A Theory of Goal Setting and Task Performance (1990) – Locke and Latham)
Basing their investigation on Locke’s goal setting theory, Locke and Latham observed that there are 5 significant factors in goal setting exercises that need to be in place for the goal to be motivational. Without these, goals are generally forgotten, pushed aside or simply not taken seriously. So here are the 5 factors to bear in mind whenever you get started on your goal setting exercises:
1. Clarity
A clear goal isn’t the same as a specific goal. For example, you may have a specific goal of making ten additional sales this month but that isn’t clear exactly what you will sell or to whom; unless you have only one product to sell. A clear goal is specific, measurable and time bound by its nature.
]]>
2. Challenge
A goal needs to be challenging to inspire. An objective that would be too easy is not really worth having. We are not very likely to value a goal that would not provide us with some sense of triumph. Clearly, we do things each day that don’t necessarily provide us with a sense of achievement but we wouldn’t set goals for them; we simply do them. I wouldn’t set a specific goal to go out to the supermarket for instance; I would just go! I’ve seen situations where people set SMART goals that simply aren’t challenging. It’s usually not long before those goals get forgotten. A challenging goal nonetheless ought to be doable however.
3. Commitment
It is pretty easy to be committed to a goal that you set for yourself. The act of setting up the goal in the first place shows a certain amount of commitment. But if you find yourself setting goals for somebody else, you have to be certain you have commitment from them. The way you get individuals to commit to your goal setting exercises is an totally different issue but one you will have to consider.
4. Feedback
Feedback can be seen in all kinds of ways. It might of course be verbal feedback from any individual person to another one. Or it might well be self-evident within the task or goal. However it may be presented, the person working towards the goal must have feedback so they can keep on being motivated and committed to its outcome. That is valid for a goal you might have created for yourself equally as much as it is for someone else. There will need to be some way of keeping track of progress toward the outcome.
5. Task Complexity
You could be forgiven for believing that task complexity is the same challenging. A complex activity is likely to be challenging but it is not inevitably correct that a challenging task will be complex. And then a task that’s too complex would have a damaging effect on motivation to reach the goal it. This is where the SMART goals maintain an advantage in highlighting tasks really should be achievable.
I don’t wish to give the impression that S.M.A.R.T. goals are futile; not at all. But I think they can be improved upon by considering these five principles in your own goal setting exercises.
Ray Whittaker is an Internet Marketer and member of the Six Figure Mentors online mentorship community
Article Source
A bit of humor...
Powered By WPHumor
Please Note... All links within articles are placed by their author-owners and not by this blog.Products with in those links may or may not be the best in the world.If it sounds too good to be true it could be a scam.Articles are posted for their info,ideas and or entertainment value only.
Powered By WP Footer
