|
|
 Acne (1,500)
Addictions (1,500)
Advice (1,500)
Allergies (1,092)
Alternative Medicine (1,500)
Anti Aging (1,500)
Breakup (1,500)
Cancer (1,499)
Dental Care (1,500)
Disabilities (1,500)
Divorce (1,500)
Elderly Care (1,498)
Goal Setting (1,500)
Hair Loss (1,500)
Health and Safety (1,497)
Hearing (1,500)
Law of Attraction (1,499)
Marriage (1,500)
Medicine (1,497)
Meditation (1,499)
Men's Health (1,500)
Mental Health (1,500)
Motivational (1,500)
Nutrition (1,495)
Personal Injury (1,499)
Plastic Surgeries (1,500)
Pregnancy (1,496)
Psychology (1,500)
Public Speaking (1,500)
Quit Smoking (1,500)
Religion (1,499)
Self Help (1,500)
Skin Care (1,500)
Sleep (1,500)
Stress Management (1,500)
Teenagers (1,492)
Time Management (1,500)
Weddings (1,500)
Wellness (1,500)
Women's Health (1,500)
Women's Issues (1,500)
|
/? 220510" Goal Setting Work In the western corporate world it is nowadays quite common for employees to take a more active role with their manager in creating their own personal and career development plans. When I first started doing early versions of these plans nearly 20 years ago, the emphasis was more on my training and development -- very rarely did it involve setting a work goal of any consequence. This article describes four key elements of the setting and completion of a work goal. Even though much organizational training and development expertise goes into setting up and maintaining employee career development and performance review programs, the onus is still fairly and squarely on you to figure out how to make optimal use of them. What frequently happens is that employees leave everything until they get a warning reminder e-mail from their manager; and they then rush to enter goals and objectives into the system before some looming cutoff date. /? 220510" Goal Setting Work This is a recipe for disaster because in their haste they will be tempted to enter poorly thought out goals in order to meet the deadline. Or even worse, to add too many goals in order to somehow impress the various managers who hold the promotion, salary or bonus keys. And remember - the unwritten secret of all corporate performance review systems is that 50% of the essential goals, projects and effort that actually arise in any given year will not be on anyone's radar at the start of the year -- simply because they haven't come into existence yet. So it is definitely in the employee's best interests to have a minimum number of concise goals, rather than a mishmash of weakly conceived ones. What if you understand the message in the preceding paragraph but still struggle in coming up with appropriate work goals? The key word here is probably "alignment". Whatever goals you create should be in alignment with both your own vision of your career and life, and also with that of the organization itself. If you're fortunate, your company will be one that has clear and well communicated statements of what it is about, all the way from boardroom down to divisional and perhaps also departmental level. Should that not be the case, then you will need to do some discrete investigations of what is expected from you - perhaps from other departmental managers who do know what is going on. /? 220510" Goal Setting Work
|
|
|
