Goal setting is important to individuals and companies alike. It is most important to know whether or not you or the company can be motivated by goals. What does being motivated by goals mean; are you going to get results better and faster because you have a goal? A key indicator as to whether or not you are motivated by goals, ask yourself how many New Year resolutions have you set and actually achieved?
I assume you’re motivated, so here are a few suggestions to help you set a goal and stay focused on it until you achieve it:
- List the top 5 things you want to accomplish over a given period.
- Follow the SMART format and turn each of the 5 things on your list into goals
- S-Specific (Be specific about what it is you want to accomplish)
- M-Measurable (Be sure you can measure the results to know how you are doing)
- A-Attainable (It must be able to be done within your ability and time frame)
- R-Realistic (Make sure the task to be accomplished is really possible)
- T-Time Sensitive (Set a time limit, date/duration period so you know what you are working toward)
- Rank the five new goals from 1 to 5, #1 being most important to you or the organization; prioritizing does not work as well as ranking because you will probably have more than one task categorized as the highest priority.
- Make sure you have allotted enough time to complete each goal.
- Focus on #1 until it is finished, then start on #2, etc. , keep all your attention and resources on #1 until it is completed to your satisfaction
- No Multi-tasking allowed- The Author of “Brain Rules”, J. Medina, (http://amzn.to/OYalso) states that the brain is not capable of multi-tasking, so those that believe the can do multiple tasks at once are really focusing on re-prioritizing in almost real-time fashion
- Accountability partners work- Seek out a trusted friend or colleague that you can trust with your commitment to stay focused on the #1 goal you have listed. Collaborating with others will increase your motivation to complete the goals you are most committed to.
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