Goal setting is one of the most underrated success tools. When it comes to setting goals, a lot of people take it lightly and are not serious about it. They treat their goals with no commitment, and they don’t even consider writing down their goals, even when they know they should. You have to put the plan to paper.
Do you ever feel like you’re sleepwalking through life with no real idea of what you want?
Perhaps you know exactly what you want to achieve, but have no idea how to get there.
That’s where goal setting comes in. Goals are the first step towards planning for the future, and play a fundamental role in the development of skills in various facets of life, from work to relationships and everything in between. They are the target at which we aim our proverbial arrow.
Understanding the importance of goals and the techniques involved in setting achievable goals paves the way for success.
Why Is Goal Setting Important?
Initially, research into goal setting attempted to .show how the level of achievement (goal) is related to the actual level of achievement (performance) in an organizational setting.
. Goals affect the intensity of our actions and our emotions. The more difficult and valued a goal is, the more intense our efforts will be in order to attain it, and the more success we experience following achievement .
Through the experience of success and the positive emotions that accompany it, confidence and belief in our own abilities grow. .
Goal setting involves planning for the future.
.Goal setting and skill-oriented planning significantly improved . Thinking positively about the future bolsters our ability to create goals and.work the actions required to achieve them… 2004). Furthermore, goal setting and achievement can promote the development of an internal locus of control.
Key Principles of Goal Setting
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1. Commitment
Commitment refers to the degree to which an individual is attached to the goal and their determination to reach it – even when faced with obstacles. Goal performance is strongest when people are committed, and even more so when said goals are difficult.
Once they’re committed, if an individual discovers their performance is inadequate, they are likely to increase their effort or change their strategy in order to attain it. This is most important.
When we are less committed to goals – particularly more challenging goals – we increase the likelihood of giving up.
A number of factors can influence our commitment levels. Namely, the perceived desirability of a goal and the perceived ability of achieving it. To be successful, you must possess the desire and a comprehensive understanding of what is required to achieve your goal.
2. Clarity
Specific goals put you on a direct course. When a goal is vague, it has limited motivational value. Goal clarity is positively related to overall motivation and satisfaction in the workplace .
Set clear, precise goals that can be measured. When a goal is clear in your mind, you have an improved understanding of the task at hand. You know exactly what is required and the resulting success is a further source of motivation. You want to keep on keepin on.
3. Challenging
Goals must be challenging yet attainable. Challenging goals can improve performance through increased self-satisfaction, Conversely, goals that are not within our ability level may not be achieved, leading to feelings of dissatisfaction and frustration. Giving up
We are motivated by achievement and the anticipation of achievement. If we know a goal is challenging yet believe it is.
4. Task complexity
The times for such goals should be realistic. Allowing sufficient time to work toward a goal allows.you to see if there is anything you need to change in your pursuit of the goal.
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5. Feedback
Goal setting is more effective. When you get immediate feedback. Feedback – helps to determine the degree to which a goal is being met and how you are progressing.
When we perceive our progress towards a goal as adequate, we feel capable of learning new skills and setting more challenging future goals. Let’s set some goal.
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