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Goal Setting PDF

This document discusses the importance and process of goal setting. It explains that goals help define success and provide common tasks and processes for individuals and groups. Some difficulties of goal setting include quantifying goals and getting all members to agree. However, goal setting can serve to clarify responsibilities, identify strengths and weaknesses, and focus efforts. The document outlines a process for brainstorming goals, prioritizing them, developing action plans, and periodically evaluating goals and progress. Setting goals in this manner makes success and fulfilling organizational tasks more likely.

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214 views2 pages

Goal Setting PDF

This document discusses the importance and process of goal setting. It explains that goals help define success and provide common tasks and processes for individuals and groups. Some difficulties of goal setting include quantifying goals and getting all members to agree. However, goal setting can serve to clarify responsibilities, identify strengths and weaknesses, and focus efforts. The document outlines a process for brainstorming goals, prioritizing them, developing action plans, and periodically evaluating goals and progress. Setting goals in this manner makes success and fulfilling organizational tasks more likely.

Uploaded by

hvmandalia
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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GOAL SETTING

WHY IS GOAL SETTING IMPORTANT?

Goals help describe success. People tend to maintain expectations, not surpass them. Thus,
expectations or goals should be challenging, yet within a person’s or group’s grasp. Goals are outside an
individual and sometimes referred to as “hoped for” rewards toward which motives are directed. Goals
create common tasks and processes for a group or individuals. By having them, a group knows what it
has to do and can work together on the goals.

Although goal setting is rewarding, some difficulties do exist:


It is sometimes difficult to quantify and qualify what goals or actions should be.

Goal setting takes time. Initially the members must be introduced to the process, develop necessary
skills, implement procedures and record evaluations.

Organizational goal setting can be difficult when trying to set goals that all members agree with and will
actively pursue.

Goal setting can:


 serve as clear and specific delegations of responsibilities.
 offer more diversity of services and programs by updating and improving old programs and
developing new ones.
 identify both individual and organizational strengths and weaknesses.
 allow clarification and/or development of an organization’s mission or philosophy.
 focus your efforts in a consistent direction.
 increase success because success can be defined as the achievement of a goal.
 serve as self-motivators and energizers.

How does one develop effective goals?


Think about the future. If you are developing group goals, try to think of at least two ways to describe
the future through the group’s or member’s tasks or purposes.

Use your organization’s purposes statement. A purpose defines what the goals need to be and then
these goals can be adjusted each year.

Use the suggestions. By being open to feedback, one can get new ideas for goals.

The extent that individuals and groups perceive their own goals as being satisfied by the
accomplishment of organizational goals is the degree of integration of goals.
GOAL SETTING
Process for brainstorming goals:
 Allow ideas to start goals.
 Members should begin to talk about what they would like the group to accomplish.
 Let every member take part in the brainstorming. This is important for morale and cohesion.
Also, members are more likely to support what they help create.
 Unrealistic goals should not be weeded out until later.
 When finalizing the goals, make sure that they are measurable.

After brainstorming, prioritize goals:


Place goals in order of importance. This can be difficult because each member has individual ideas of
what is important for the group. Break into small groups to prioritize goals concerning different
segments of the organization. Have members rank the goals on their own and then share their ideas
with the group to reach consensus. After goal setting, develop plans to achieve the goals so they are
more than nice words.

Types of Goals
Short-Term Goals Long-Term Goals
focus on performance focus on potential
require immediate action are reachable by small steps
accomplish tasks and complete projects build and develop individuals and organizations

Develop an action plan:


If you have more than one objective, start with the one that the group considers the most important or
complex. Develop a detailed plan for fulfilling the objective by the target date.
 Identify what information not already available is needed to meet that objective.
 Identify the steps needed to accomplish the goal.
 Put the steps in the order they need to be done.
 Determine what individuals or groups in the organization will be involved in the implementation
of the plan. Then decide who will be responsible for what phases of the action plan.
 Set a deadline for each step.
 Evaluate the goals or the people doing them periodically to check their progress and make sure
members are working to achieve them.
 Conduct an evaluation of the goals by the end of the year. From the evaluation, make
recommendations for next year’s group.

By setting goals, developing action plans, working to fulfill them, and evaluating the process, you and
your organization will be more likely to succeed in your tasks.

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