You see it every day in your daily lives and particularly at year-end, with all of the New Year resolutions and business plans. Next year you are going to do all of those things you have never done, and more. Or maybe you just want to get back to where you used to be. You set goals for some really important reasons:
Here is a quick quiz to see if you are on track:
The answer to every question above should always be yes whether it is a personal or professional goal. For every question you answered as “no,” you can probably drop your goal success rate downward by at least 20%. Do not try to put more importance on any one of these items as that would be like building the engine of your car or baking a cake and saying one part or ingredient is more important than the other. The reality is that if one part or ingredient is missing, your car will probably not start or your cake will be inedible.
The purpose of this article is to provide an overview of some of the critical factors that can help you increase your goal success rate to over 90%. There are too many factors to cover in this article so my aim is to clarify some of the top (key) points.
There are a lot of things you do (consciously or subconsciously) to achieve or not to achieve your goals. although I would agree that outside circumstance can play a role in goal achievement. If you are honest with yourself, when you fail to achieve a goal, whether it’s more sales, customer retention, employee retention, or something personal like weight loss, success or failure is more dependent on the goal-setter than on outside influences.
I always get a funny look when I discuss this issue with clients and friends. Many people think that because they made a decision, they made a commitment. This could be the farthest from the truth. Actually, the hardest decisions oftentimes have the weakest commitments, particularly the larger the group size.
Does this scenario sound familiar to you? More than a year is spent thinking about something, maybe even a committee is created to evaluate it, consultants are hired, friends and colleagues conferred with, money is spent for market research, and finally an affirmative decision is made. The project, system, process, or other decision is placed into action, and all of a sudden the inevitable happens – problems arise, big problems, little problems, and problems disguised as attitudes.
What happens to most people’s level of commitment when faced with these problems? Rather than solving the problems, they ignore all of the thought that went into making the decision and allow emotion to take over. Their commitment to the decision it took them a year to make crumbles, and with it the chance of following through on the decision.
IF YOU MAKE A DECISION, MAKE A COMMITMENT!
The first step in setting goals is to establish a SMART goal that is stated positively. As alluded to in the Quiz, SMART stands for Specific, Measurable, Attainable, Realistically high, and Time-based. However, one often-overlooked item is the goal must be Yours. While this criterion seems simple, it is actually not easy in execution. If it were, everyone would achieve a lot more goals. Very briefly, let us discuss what each of these criteria really means:
The following is an example of a SMART goal:
It is not unusual to meet people that have goals about which nobody knows. Even worse, they may not be written down anywhere. In personal or organizational circumstances it is always best to write your goals down for the following reasons:
If you have goals and they are not communicated succinctly to everyone who is responsible for doing what it takes to get to where you want to go, what is the likelihood they are going to do it? People like to have purpose and know where they are going. We use goals to focus individuals and organizations in the same direction. When we achieve goals, it increases energy, and that has a positive impact on results, thus further increasing energy, increasing focus on goals, increasing results, increasing energy, and so on. It is that simple!
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