Goal setting is an important method of deciding what you want to achieve in your life.
Separating what's important from what's irrelevant or a distraction. Motivating yourself, building your self-confidence, based on successful achievement of goals.
Steps to goal achievement
Here is a step-by-step planning process, taken from a series of such sequences, which will help you to clarify and develop almost any goal, personal or organisational. First, there are three basic principles to be aware of. Your goals must be considered stretching but realistic (by you at least), written and positive, stating what you want, not what you don’t want.
1. What do you want to achieve? How will you know you have achieved this goal or outcome?
2. Why it matters, why it is important – what will having or achieving this goal do for you?
3. When – less important than you might think.
4. How – Be flexible on the ‘how’, not on achieving your goal.
SMART Goals for improved performance
SMART goals: Specific – Measurable – Attainable – Relevant – Time-bound
· SPECIFIC: make it clear and well-defined – what, why and how
· MEASURABLE: be precise so success is clear; monitor progress
· ATTAINABLE: consider resources, knowledge and time
· RELEVANT: sustain focus by linking to other goals
· TIME-BOUND: have a deadline and milestones to work towards
Goals – a few key points
· To achieve a goal or a vision, you must plan how to make it happen.
· You cannot 'do' a goal or a vision. Instead you must do the things that enable it - usually several things, in several steps.
· A goal without a plan remains just a goal - many people have visions, intentions, ideas, dreams which never happen, because they are not planned.
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Using the power of goal focus to work smarter
The following resource can be used for evaluating district goals to ensure they meet the SMART goal criteria:
□ Uses action word(s) to describe what the district is going to do
□ Describes what the district wants to accomplish
□ Is clear about what the district intends to do for all persons and designated person population
□ Specifies when the district is expecting to see change
□ Identifies the indicator of what the district will see when it reaches the goal
□ Ensures there are data that will be collected to demonstrate appreciable change (in quantity or quality) that can be calculated
Attainable and Achievable
□ Stretches the district to improve but is possible to attain
□ Targets the population(s) that data show is in greatest need
Realistic and Relevant
□ Implementation is possible within the capabilities of the district
□ Goal is consistent with the mission
□ The bar is set high enough for significant achievement
□ Goal is the most important and significant aspiration of the district to improve person learning
□ The goal does not contradict other goals
□ The goal has an end point
□ Time frame for accomplishment of the goal is realistic