S M A R T GOALS &
PERFORMANCE EXCELLENCE
NOTE: Try to see this You tube video to get confused about the concept of GOALS.
http://www.youtube.com/watch?v=w6dpTcCCVYQ
Let me make an attempt in this blog to clarify.. why and how people'S understanding goes
WRONG in case of Goal setting, performance ..
Purpose
of this blog is not to push or suggest to set any goals. Purpose is
to make clear what is the meaning of Goals and how to set them,,,, and
how they affect the performance.
Objective of this blog is..
How goals affect - performance ?
What is meant by Goal setting ?
How many types of goals of are there ?
What are the misunderstandings related to Goal setting ?
How goal setting is different from Goal achievement.. What is the relationship if at all between these two concepts.. ?
Try to recall what is meant by
S M A R T goals .. concept
POINT - 1:
There are
NO ' Realistic ' or 'Unrealistic ' goals.
There are
NO ' Difficult ' or 'Easy ' goals.
There are
NO '
Achievable ' or 'Unachievable ' goals. This categorization of goals is
W R O N G... It is only misunderstanding to say so... My advice is try
to AVOID using these concepts when you talk on SMART goals.. OK..
BUT..
POINT - 2:
There
are ' High ' ( getting 99 out of 100 marks - market leader ) , '
Average ' ( getting 60 out of 100 marks - Market follower ), Low' ( 30
out of 100 Marks ) goals. The concept of Low / Medium / Average is
more clearer concept than realisitic / difficult / achievable concept
of goals .
There is no / cannot be any confusion about
the concept of Low - Average - High goals. Because these are fact
based concepts ( marks are numbers ) . No body can dispute what is High/
medium/ low goals. There is clear definition for High / Medium / Low
goals. Even small child and a worker can tell which is high / medium/low
goal..
At the same time, REALISTIC / EASY /
ACHIEVABLE GOALS ARE CONFUSING, DO NOT MEAN the same TO EVERY BODY..
THEY ARE DIFFERENT to DIFFERENT PEOPLE. They also means DIFFIDENCE..and
lack of confidence..
What is realistic to somebody
turns out to be unrealistic, difficult, and non achievable for somebody
else . It is NOT fact.. but it is a feeling..
Caution: Dont use the concepts / Jargaon .. Realistic / Difficult goals while you talk to others. Always avoid to use them.. OK.
Caution: Always use the terms - High, Average, and Low goals
Two things ONE must keep in mind while .. Setting Goals ! !
Principle I - First and foremost principle: Set High Goals../ Dont set low and average goals..
This
is the wisdom one need to imbibe. Goals that are set should never be
LOW. How high the goals one set is left to oneself..But they must be
high and high only .
Principle - TWO : Aftter setting HIGH goals.... Then one should start thinking on
how to make the goals to ACHIEVABLE - REALISTIC, EASY, and POSSIBLE.
Please
note that these two process are in a particular sequence.. First comes
Goal setting and then followed by goal realisation. These processes
should not be REVERSED...
Try to avoid to start thinking of - whether the goals that are going to set are realistic or not ..
Invariably set the goals first.. and then ( later on.. due course ) start thinking of how to achieve it.he goals . .
- These TWO things are TWO separate things ( 1) Setting goals and ( 2) Making them realistic..
- Both are intensely related. but their relationship is sequential..
Read this statement - Set ' Realistic Goals'. Set acheivable goals
Note
that these statements are 100 % WRONG... Shun these statements.
Dont use this concepts for your good.. It is because there are NO
Realistic Goals for some body to set..There are only Low - Avearge -
High goals..
Say .......
SET always.... High Goals.. and Start making such goals Achievable and Realistic.. OK.
POINT - 2:
Ones goal setting is over..... then it start thinking of how to make the goals set achievable , and realistic
POINT - 3:
Performance Excellence = Setting HIGH goals x Working towards making the goal achievable.
Performance is product of these TWO things.. if any one thing goes wrong total performance also goes wrong.
JUDGING SMART GOALS ?
- SMART Goals must INSPIRE
- SMART Goal achievement must lead to MATERIAL BENEFIT.. Goal
achievement is ... Not Vale erosion but Economic value creation ..
- SMART Goals enhance the P O T E N T I A L...
Relationship of certain concepts related to Goal Setting and Achievement
A. Current ( Historical ) performance
B. Goal Set
C.Goal Achieved
D. Potential
Appropriate Relationships of the above components is :
E Realistic Goal Setting ( B > A > C )
F. Realistic Goal Achievement ( C < B > A )
G. Excellent in Management is .. E and F......both the conditions are V A L I D..
* Purpose of Management discipline is.......REALISING the ULTIMATE POTENTIAL !
S M A R T Goal Setting and Management
SMARTER Goals reflect EFFECTIVE MANAGEMENT
| Letter |
Major Term |
and Minor Terms |
|---|
|
|---|
| S |
Specific |
Significant, Stretching, Simple |
| M |
Measurable |
Meaningful, Motivational, Manageable |
| A |
Attainable |
Appropriate, Achievable, Agreed, Assignable, Actionable, Ambitious, Aligned, Aspirational, Acceptable, Action-focused |
| R |
Realistic |
Results-oriented, Relevant, Resourced, Resonant |
| T |
Timely |
Time-oriented, Time framed, Timed, Time-based, Timeboxed,
Time-bound, Time-Specific, Timetabled, Time limited, Trackable, Tangible |
| E |
Evaluate |
Ethical, Excitable, Enjoyable, Engaging, Ecological |
| R |
Reevaluate |
Rewarded, Reassess, Revisit, Recordable, Rewarding, Reaching |
|
|
|
|
Source: http://en.wikipedia.org/wiki/SMART_criteria
How to set Effective Goals ?
What and when is a goal is called '
Ambitious ' ?
- Goal set > Attainable Goal
- Goal is set.. with a view to realize the Potential
What and when is a goal is called '
Realistic ' ?
- There are not 'Realistic Goals' as such. All and for that any goals are made into
REALISTIC by the managers. Managers do this by systematic Planning, Communicating, Motivating, Supporting etc.
Why you need to work on NOT Realistic and NOT Achievable goals ?
How do you make NOT Realistic goals into Realistic goals ?
How do you make NOT Achievable goals into Achievable goals ?
GOALS
ARE
|
Achievable - Not
|
Achievable
|
Realistic - Not
|
1. FIRST Priority
|
2. SECOND Priority
- Communicate and Communicate
- Develop Self Confidence , Self worth, and Self reliance
|
Realistic
|
2. SECOND Priority
Develop and demonstrate how things can be done ?
- Show role models
- Become role model
|
4. Last Priority
Already
D O N E ! !
|
Some real numbers from the exercise - Tower Building -
I. Data of Tower building conducted for Sec B IM 19
Three students tower height set was = 20, 17, 15 cues
Historical performance of Tower height was = 17 cubes
Team goal set for tower height was = 17
Team Tower Performance was = 17 cubes
Students Tower Height they set was:
< 15 cubes = 45 Percent
15 to 20 Cubes = 45 Percent
> 20 Cubes was = 5 Percent
Taking the above numbers... whether the Goal setting done by the students and the team was on the lines of
S M A R T E R
as mentioned in goal setting principles . Discuss the same.
II. Data of Tower building conducted for Sec A IM 19
Students are asked to build a tower with open eyes. Only one student will build a tower. He used his ODD hand in building the tower. He / she is not blind folded and he is open eyes.
Students tower height ranged = 10 to 35 cubes
Real Tower was constructed by one student :
One student who set a target of 10 Cubes ... was invited to build the tower. He built the tower of 17 cubes... The whole class was happy for the performance of the student.
THEN, Faculty introduced new set of rules for Tower building .
- Tower will be built by the blind folded student ( Not open eyed). There will be two more students who will help the one blind folded in building the tower.
Faculty asked the students second time for the number of cubes the tower that will be built by the blind folded student group.
This time most of the student lowed the number of cubes that will be built by the blind folded student team. Simple reason is that
blind folded person cannot built the tower same height that of the open eyed person. POINT NOTED.
The pattern of change in the students stand for the height of the tower is like as following:
- 95 percent of students lowered their height of the tower from the guess that they have earlier given ( Back folders ) .
- Around 5 percent students retained the same height of the tower which they earlier set for ( Maintainers ) .
- Surprisingly only one student out of 67 students enhanced the height of the tower ( Progressive minds ) .
NOTE: With the help of the two sections data... students need to make their learning related to the topic.
Goal setting exercise in the class room
In class room you will be engaged in a game where you will work out the Goal Setting process. Read the contents of this blog and prepare related concepts so that you do well in the class room session.
What is Pygmalion phenomena ?
Pygmalion meaning - '
Things happen when they are expected ' . ( Search on INTER NET for more on this..)
Please note that :Above statement is made in relation to PEOPLE. It is not said in relation to physical things.. If one goes to a abandon CAR.. and expects that it will work ... IT WONT WORK.
Placebo Effect: In medical circles equivalent of Pygmalion is '
Placebo Effect'.
Great managers are MASTERS of PYGMALION. They use Pygmalion while dealing with the people all around them..
