Goals setting

Let me explain it to you:

A goal is an end to which you direct some specific effort in order to satisfy an unfulfilled need.

To be successful, a goal must be:

• Specific in scope, actions, resources, alternatives

• Measurable in results and consumption of resources

• Achievable in results for participants

• Rewarding to participants, beneficiaries and suppliers of resources.

• Time taken and end dates.

• Monitor and communicate actions with action plans.

Specific

• You should be able to define your goals in manageable chunks.

Measurable

• How will I know? (See? Hear? Feel?)

• What are the observable results?

Achievable

• Is this within the participants’ control?

• Does the participant have the skills, the resources, and the authority?

• Am I committed to follow through?

• Did I communicate the plans and priorities to those around me and did they agree?

Rewarding

• The benefit must be greater than the consumption of resources. Lack of clarity causes procrastination.

Timing

• Get clarity and commitment on deadlines and diary time.

• How long will it take?

Monitor

• What are the mileposts so that I can have external monitoring that I am on track?

This 6-point action plan facilitates the setting of achievable goals by asking the following questions:

• Can we and commit get the resources?

• Can we see a successful implementation?

• Is the scope and plan communicated and organized so that participants know what to do?

When a person reaches a goal, we have a "Victory Session" and celebrate. Victories celebrated give energy to keep us fuels us for the next goal.