How to set a goal (task)?

The goal begins with a dream. How to find your dream, you can find out here. The next stage is knowing what the goal is and understanding the difference between the goal and the task. You can read about this and a brief way of drawing up goals (tasks) here.

We now turn to the very rules of setting goals.

The ability to set clear, practical goals and objectives is one of the main components of success.

How is it necessary to set goals so that they are achieved and with the result that you need? Goals must be smart. What does this mean? In the practice of management, there are so-called SMART-criteria, which must meet the goal. SMART is an abbreviation formed by the first letters of English words:
specific
measurable (measurable);
attainable;
significant (relevant);
correlated with a specific term (time-bounded).

The word smart translated into Russian means "smart." Thus, the correct goal setting means that the goal is specific, measurable, achievable, meaningful and correlated with a specific time limit.

Let's analyze each criterion now and look at SMART goals in practice.

Concreteness (S). When setting a goal, first of all, you need to ask yourself the question: what do you want to receive as a result of its implementation? Why is this criterion important? When you plan to do something, your vision of the result of the task is formed in your head, it is important to make it as concrete as possible.

Example.
When you wrote the goal - to find advertising platforms, you left in your mind exactly what you had in mind (the newspapers “Novosti”, “Pravda”, the magazines “Business”, “Success”, banners on the Internet, advertising in ezines and so on). When after some time you will read only “find advertising platforms”, you can miss one of the components. Therefore, it is extremely important to write as specifically as possible. What did you want to do, where did you plan to look, who you thought to call, who to attract. It is better to write down all ideas and thoughts right away, in a day or two there will be no trace of them, and you will torment yourself with a question, what did I want by writing this goal.

Measurability (M). Measuring the goal implies the existence of criteria (measures) that would allow to determine whether the goal has been achieved and to what extent. If there are no meters, it is very difficult to evaluate the results of the work done and to objectively control the process. As criteria for achieving the goal, you can use:
percentages, ratios (for example, increase sales by 10−30%);
external standards (to improve the level of service - positive customer feedback);
the frequency of what is happening (for example, the sales efficiency will be successful if every second (third, fifth) customer again applies for the service);
average indicators (this gauge can be used when there is no need for a breakthrough in the results of activities, but you just need to ensure stability and maintain the quality of work, for example, three (five, ten) calls-letters, clients per day, month);
time (every hour, day, week);
measurability also includes cost (for personal use). The goal - the purchase of a TV should be noted price (... US dollars).

Example.
Increase the number of sales of TVs. Every day to make at least 1 (5, 7, etc.) sales.

Reachability (A). When setting tasks, you need to take into account your professional capabilities and personal qualities, that is, answer the question: how to keep a balance between the intensity of work and the attainability of the result. This will help the mechanism for setting the target bar. Its essence is to set goals that match their experience and individual characteristics. At the same time, the bar should not be underestimated, and at the same time it is necessary to maintain a rather intensive rhythm of work.

Example.
If you don’t know how much you can do, if you haven’t been engaged in the goal of setting the stage, then you can gradually improve your work. First, raise the bar slightly to see how prepared you are to meet higher requirements, and then, judging by the result, raise the bar again and again. Gradually setting yourself higher goals, you will give yourself the opportunity to make sure that you are doing everything correctly.

The second option is setting a goal for which you need to double the effectiveness of the activity. If you have previously achieved any goals and are now planning to restore the pace of work, double the indicators.

In the third variant of setting the goal bar, the task is to significantly increase the performance indicators and get closer to the marginal indicators. If you already have experience in achieving the goal, you are already burning with the initiative because of the desire to achieve more, you are ready to work harder and achieve high results.

And finally, the fourth option - setting the goal above the limit of possibilities. As it can be concluded, such a goal is suitable for those who are most ambitious and have achieved a lot. High performance and the desire to remain first do not allow lowering the bar, and you can set more difficult goals with confidence.

Example.
You can set a goal to achieve an increase in product sales by 5%, 10%, 30%, 45%. It all depends on your preparedness in this matter. The higher it is, the higher can be the% increase in sales.

Significance ®. Reflecting on whether a task has significance, you must answer the question why it is necessary to accomplish this task, that is, why it is important from the point of view of higher-level goals (up to strategic ones).
To know why to do this or that work is necessary in order to properly place accents. For example, you plan to disassemble all the papers, which littered your workplace. Most often, the mere fact of cleanliness may not always be significant (someone likes to work in creative chaos). For someone, for example, the fact that after cleaning and distributing all the papers “on the shelves” you can easily and in a few minutes find the necessary papers (phones, notes) will be more important.

Correlation with a specific term (T). Each goal must have a start date and an end date. Buying a TV (2 weeks). Or, say, an increase in sales - a period of 2 months. That is, during exactly this period, the goal must be fulfilled.

The final wording of the goal is as follows:

Sales increase
S - Sale of another 10 units of household appliances (to the daily rate)
M - 20%
A - in the course of accomplishing the goal, study methods of increasing sales, then the goal will be more accessible and possible (to conduct trainings for other employees)
R - revenue increase
T - for 2 months.

So now you know the basic rules for setting goals. Try to apply them, making (correcting) your goals today. Remember the proverb "do not postpone for tomorrow what you can do today"? If you follow these simple and wonderful words, you will not have time to notice how your efficiency will increase by 50−80%!

Smart goals to you!

Watch the video: Plan with Me: Weekly Goals and Tasks (November 2019).

Loading...

Leave Your Comment