Alliance for Leadership Acceleration

Think Your Goal Through
When you are thinking about how to achieve goals, asking the following questions can help you to focus on the sub-goals that lead to their achievement:

1. What skills do I need to achieve this?
2. What information and knowledge do I need?
3. What help, assistance, or collaboration do I need?
4. What resources do I need?
5. What can block progress?
6. Am I making any assumptions?
7. Is there a better way of doing things?

Using this list of questions, you can break down your larger goals into smaller daily or operational goals and start tackling a little bit every day. Keep the goals you are working towards immediately, small and achievable. If a goal is too large, then it can seem that you are not making progress towards it. Additionally, keeping operational goals small and incremental gives more opportunities for reward.

Set Goals at the Right Level
Setting goals at the correct level is a skill that is acquired by practice.

You should set goals so that they are slightly out of your immediate grasp, but not so far that there is no hope of achieving them: no-one will put serious effort into achieving a goal that they believe is unrealistic. However, remember that the belief that a goal is unrealistic may be incorrect.
 
Set Realistic Goals
Goals may be set unrealistically high for the following reasons:

• Other people: Other people (parents, clients, bosses, media, society) can set unrealistic goals for you, based on what they want. Often this will be done in ignorance of your goals, desires and ambitions.
• Insufficient information: If you do not have a clear, realistic understanding of what you are trying to achieve and of the skills and knowledge to be mastered, it is difficult to set effective and realistic goals.
• Always expecting your best performance: Many people base their goals on their best performance, however long ago that was. This ignores the inevitable backsliding that can occur for good reasons, and ignores the factors that led to that best performance. It is better to set goals that raise your average performance and make it more consistent.
• Lack of respect for self: If you do not respect your right to rest, relaxation and pleasure in life then you risk burnout.

Beware of Setting Goals Too Low
It’s important to be realistic and not set goals too high. Alternatively, goals can be set too low because of:

• Fear of failure: If you are frightened of failure you will not take the risks needed for optimum performance. As you apply goal setting and see the achievement of goals, your self- confidence should increase, helping you to take bigger risks. Know that failure is a positive thing: it shows you areas where you can improve your skills and performance.
• Taking it too easy: It is easy to take the reasons for not setting goals unrealistically high as an excuse to set them too low. If you're not prepared to stretch yourself and work hard, then you are extremely unlikely to achieve anything of any real worth.
  

Personal factors such as tiredness, other commitments and the need for rest, etc. should also be taken into account when goals are set.

Set Specific, Measurable Goals
If you achieve all conditions of a measurable goal, then you can be confident and comfortable in its achievement. If you consistently fail to meet a measurable goal, then you can adjust it or analyze the reason for failure and take appropriate action to improve skills.

Being specific and measurable requires that you define the who, what, by when, where, and how. Questions you might ask yourself include: Who is involved in this? Where does this take place? How will I know if I am making progress?  How should this be measured? How much? How many?

The result should be a much more specific and measurable goal.
General: I'm going to exercise more.
Specific: I'm going to swim at the community pool at least three times per week for the next six months.

Read the 3rd principle of goal setting: Set Goals at the Right Level

Set Performance Goals, Not Outcome Goals
Goals based on outcomes are extremely vulnerable to failure because of things beyond your control.

You should take care to set goals over which you have as much control as possible - there is nothing as dispiriting as failing to achieve a personal goal for reasons beyond your control such as bad business environments, poor judging, bad weather, injury, or just plain bad luck. Goals based on outcomes are extremely vulnerable to failure because of things beyond your control. This is very important.
 
If you base your goals on personal performance or skills or knowledge to be acquired, then you can keep control over the achievement of your goals and draw satisfaction from them. For example, you might achieve a personal best time in a race, but still be disqualified as a result of a poor judging decision. If you had set an outcome goal of being in the top three, then this will be a defeat. If you set a performance goal of achieving a particular time, then you will have achieved the goal and can draw satisfaction and self-confidence from its achievement.
 
Another flaw when setting goals, is where outcome goals are based on the rewards of achieving something, whether these are financial or are based on the recognition of colleagues. In early stages these will be highly motivating factors, however as they are achieved, the benefits of further achievement at the same level reduce. You will become progressively less motivated.
 
Read the 2nd principle of goal setting: Set Specific, Measurable Goals