01 (a) Goal Setting.pptHYHRTGEV GFGTH GR

NDTRH

7. Goal setting helps leaders
to uncover their wants,
needs, and desires for
their future personal or
business accomplishments.
The objective is the
improvement of a
situation through
getting something
hoped for.
1. Team Building ... (3 hours)
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A. Goal Setting
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8. What is to be accomplished
Who will be involved
When the activity will be
completed
How much cost and resources
will be used
Deadlines for goals must
leave no room for
interpretation.
A goal statement helps us to know:
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9. Specific
Measurable
Action-oriented
Realistic
Time and Resource
constrained
SMART goal statements are:
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10. •A goal is specific when everyone
knows exactly what is to be
achieved and accomplished.
Being specific means spelling
out the details of the goal.
–“Increase Pathfinder membership”
is too general for a goal statement
because it does not provide any
specific information about what is
to be accomplished or how to
reach the goal.
Specific – goals are detailed, particular, or
focused
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11. •To be more specific, a goal
statement should say something
like:
–“Increase Pathfinder Club
membership by 30% this Pathfinder
year with a membership drive once
per calendar quarter.”
•Such a statement leaves no doubt
about what is to be accomplished
or how you plan to reach the goal.
Specific – goals are detailed, particular, or
focused
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12. •A measurable goal provides a
standard for comparison which
determines whether the goal is
reached or not.
•Doing something “better, more
accurately” does not provide the
measurement to determine goal
achievement because the words are
too ambiguous to measure outcome.
Measurable – goals are quantifiable
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13. •The goal statement
indicates a performance, an
operation, or something
that produces results.
•Some sample action verbs
which describe the type of
activity to be performed
include: to increase, to
produce, to recruit, to
baptize, etc..
Action Oriented – goals indicate an activity
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14. •Goals must motivate people to
an “I can do it” attitude. No
one strives for goals that
cannot be reached.
•Goals challenge and
encourage higher level of
performance.
•There should be a balance
between effort required to
achieve and probability of
success.
Realistic – goals must be practical,
achievable, and possible.
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15. •Goals must include specific
deadlines and, if necessary,
“mile markers” along the
way.
•A certain deadline for
completion helps us know
whether goals have been
achieved.
•Spell out the restraints
involved (e.g. don’t spend
beyond budget).
Time and Resource Constrained – goals
must be scheduled
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16. 1. What is the Goal and the rationale for it?
2. How are you going to achieve it i.e. the Action Plan (steps,
procedures, requirements)?
3. What are the Projected Results (success indicators -
Immediate & Long-term?
4. What are the Obstacles/Constraints?
5. What is the Cost (money, personnel time, equipment)?
6. Who are the Persons Responsible for doing what?
7. When is the Completion Date?
Sample of a
Goal Action Form
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17. M B O
MANAGEMENT
BY
OBJECTIVES