9 Major Goal-Setting Myths That Keep You Stuck

9 Major Goal-Setting Myths That Keep You Stuck 9 Time-Saving Tips for A Businessman Clapway

Goals can play a role in people developing ideas for future activities. Different people will approach the concept of goal setting from unique angles. There are many types of goals that can drive a person down a certain path. People can take for granted the idea of forming goals. They might believe that they have a good idea of how to formulate a goal. While they are no definitive steps one must take to formulate a goal it can be beneficial to review concepts that will make the goal more achievable.

People who haven’t thought carefully about the concept of goal setting might set them self up for failure. This leads to possible beliefs that finding goals is not for them. Instead of the goal setting process being the problem maybe they didn’t devote enough time to how to set goals. If the goal was not achieved this lack of success can have a long term detrimental effect on their thinking.

Goal setting might not be right for some people but many have found the process helps them. They find that goals provide a destination for them to reach in the future. The idea of a goal can help them focus their efforts more clearly. Distractions that take them away from their goal might become easier to overcome or when they do have a setback they are more likely to keep working for the reward of accomplishing their goal.

As people grow older they will usually be forced to take part in a goal driven environment through work. Many businesses have employed a goal driven environment as part of their employee programs. Hopefully, these systems were set up in a creative way to effectively motivate employees. People might then begin to look around at other areas of their life outside of work that goal setting could benefit. Looking at what factors could help them achieve more goals is an initial step for someone to explore. By investigating ways to more effectively accomplish goals, the mystique of the process can be uncovered.

Commitment

Sharing a goal with a person’s social network can be an effective way to cement commitment to the process. Many people might mentally make a decision to accomplish something but keep it private. Letting a group of people whom they trust or respect know their plans can provide a support network if times get tough. Other people can give specific advice on how a goal could be more quickly finished. They can also be inspired by people who have laid out their future plans in such a public fashion. A wide variety of opinions can also stimulate ideas of the goal setter which they can use to plan out their strategy. This can be why goal driven work is considered effective. Publicly posting different goals of employees creates a more driven team environment. Most others will want their friends or teammates to succeed.

Difficulty

Formulating a specific goal requires careful thought. If the person is individually setting their goal it can be challenging to choose the right difficulty level. Having a goal that will force a person to stretch themselves to accomplish is optimal. On the other hand, people tend to set goals that can break their spirit. Their goal wasn’t realistic and almost impossible to finish. This can lead them to get down on themselves and possibly feel depressed. They could have asked others who they trust if the goal is reasonable to better gauge their chance of success.

Abilities

For the goal to be achievable the person has to at least have a minimum ability. This self-assessment can take place by writing down skills that the person believes they exceed at. Then by getting your goals on paper a person can compare these to their skill set. If there is some correlation between their abilities and the goals that the person can move ahead with the goal setting process.

Roles

Finding goals doesn’t always involve individuals. Teams can come together and decide on what they would like to accomplish. This overall goal can then be broken down into individual components. Explicitly determining who will accomplish what piece of work can better focus all involved. This also ensures that effort is not be duplicated and creates a more efficient environment. Without team roles being clearly defined some people might find themselves doing other people’s jobs and start to resent it. To keep everyone content and motivated this can be avoided by delineating everyone’s role.

Feedback

If there is a leader setting the goals then they need to devote time to giving feedback. This keeps all involved on track. By not allowing people to get too far off the chosen path they can more quickly accomplish their stated goal. Individuals can have a harder time keeping account of where they are at in accomplishing their goal. It can be frustrating to look back and know that a misstep was taken that caused failure. Including time for periodic self-assessments should be included in setting a goal.

Quantify

Just writing a goal in sentence format is not enough. Many goals should have some statistical framework that can be assessed. Individuals might write a general goal but leave out how to numerically quantify their efforts. If they plan these measurements out ahead of time they can more effectively keep records of what they achieved.

Acceptance

If a goal is given to someone by another person acceptance is important. If the person doesn’t understand the goal or how they can accomplish it they will most likely fail. By taking a time to lay out how it can be done and why it is important they can feel a part of the process. Superiors need to take into account this psychology if they want people around them to succeed.

Conflicts

Sometimes in group environments, goals are assigned from various areas. If the there is no overall coordination of what is being assigned people can come into conflict when trying to achieve their goals. It can be a mistake to not have this in mind when trying to create a sense of mission in a workplace environment. If different departments are driven towards conflicting goals it can dampen team spirit.

Rewards

Having a specific reward prepared for accomplishing a goal can help motivate people. Individuals can plan ahead what is something they can do to treat themselves after they accomplish the goal. For a team environment, the reward needs to be appropriate to the effort put in. Having a poor reward system can be worse than having no reward at all. If the persons working hard don’t feel valued it can lead to goal failure.

Setting goals can be a complex undertaking. Many factors must be in place for a goal to be achievable. Once people learn that planning a goal is just as important as the goal itself they can be less likely to fail. Individual and team environments are both good places for goals to be formulated and accomplished. By assessing the information above people can get an idea of how to create better goals.


Comments

comments