SETTING GOALS FOR SUCCESS
MODULE 12
“Conscious goals affect actions, thus, a goal is the object or
aim of an action” (Villafuerte, et. al., 2018)
A goal is a driving force that directs one’s actions.
LOCKE’S GOAL-SETTING THEORY
4CF Goal Setting Method or Locke and Latham’s five principles
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1. Setting Clear Goals
2. Setting Challenging Goals
3. Commitment
4. Gaining Feedback
5. Considering Task Complexity
S-M-A-R-T GOAL
Specific
Measurable
Achievable
Realistic
Timely
Specific
Who: Who is involved in this goal?
What: What do I want to accomplish?
Where: Where is this goal to be achieved?
When: When do I want to achieve this goal?
Why: Why do I want to achieve this goal?
Measurable
How many/much?
How do I know if I have reached my goal?
What is my indicator of progress?
Achievable
Do I have the resources and capabilities to achieve the goal?
If not, what am I missing?
Have others done it successfully before?
Realistic
Is the goal realistic and within reach?
Is the goal reachable, given the time and resources?
Are you able to commit to achieving the goal?
Timely
Does my goal have a deadline?
By when do you want to achieve your goal?
ALBERT BANDURA
Well-known social-cognitive psychologist
Born in 1925 in Alberta, Canada
Best-known for his work in social-cognitive psychology, or the
branch of psychology that deals with people learning from
observing others and interacting with them
BANDURA’S SELF-EFFICACY
“In order to succeed, people need a sense of self-
efficacy, struggle together with resilience to meet
the inevitable obstacles and inequities of life.”
- Albert Bandura
BANDURA’S SELF-EFFICACY
Self-Efficacy Theory tells us that people generally will only
attempt things they believe they can accomplish and won’t
attempt things they believe they will fail.
However, people with a strong sense of efficacy believe
they can accomplish even difficult tasks. They see these as
challenges to be mastered, rather than threats to be avoided
(Bandura, 1994).
SELF-EFFICACY DEFINED
“People’s beliefs about their capabilities to produce designated
levels of performance that exercise influence over events that
affect their live.” People with “high assurance in their capabilities”
.
1.Approach difficult tasks as challenges to be mastered
2.Set challenging goals and maintain strong commitment to
them
3.Heighten or sustain their efforts in the face of failures or
setbacks
4.Attribute failure to insufficient effort or deficient knowledge
and skills which are acquirable
5.Approach threatening situations with assurance that they can
exercise control over them
In contrast, people “who doubt their capabilities”:
1.Shy away from tasks they view as personal threats
2.Have low aspirations and weak commitment to goals they
choose to pursue
3.Dwell on personal deficiencies, obstacles they will encounter,
and all kinds of adverse outcomes, rather than concentrating on
how to perform successfully
4.Slacken their efforts and give up quickly in the face of
difficulties
5.Are slow to recover their sense of efficacy following failure or
setbacks
6.Fall easy victim to stress and depression
SOURCES OF SELF-EFFICACY
Personal Accomplishment
Vicarious Experience
Verbal Persuasion
Emotional Arousal
DWECK’S MINDSET
Carol Dweck
- Psychologist
- Member of the Faculty at Standard University
- One of the world’s leading researchers in the field of
motivation
MINDSET THEORY
Mindset
- A belief that orients the way we handle situations—the way
we sort out what is going on and what we should do (Dweck,
2007)
Two Types of Mindset
1. Fixed Mindset
2. Growth Mindset
HOW DOES A MINDSET FORM?
Fixed Mindsets
● Children who are taught that they should look smart
instead of loving learning tend to develop a fixed mindset.
● They become more concerned with how they are being
judged and fear that they might not live up to expectations.
Growth Mindsets
● Kids who are taught to explore, embrace new
experiences, and enjoy challenges are more likely to
develop a growth mindset.
● Rather than seeing mistakes as setbacks, they are
willing to try new things and make errors all in the name of
learning and achieving their potential.
SIX PREMISES OF MINDSET THEORY
Premise 1: People with Growth Mindset Hold Learning Goals
Premise 2: People with Fixed Mindset Hold Performance
Goals
Premise 3: People with Fixed Mindset Holds Performance –
Avoidance Goals
Premise 4: People with Fixed Mindsets Believe That
Talent Alone – Without Effort – Creates Success
Premise 5: People with Growth Mindsets Persist to Overcome
Challenge
Premise 6: People with Growth Mindsets Are More
Resilient Following Failure
END.
