So today we set goals. It is a very simple process that we often make complicated. “Write the vision and make it plain…” (Habakkuk 2:2)
- 1st – Write a list of the 10 most important accomplishments you want to achieve this year.
- 2nd – Review them to make sure they are all SMART Goals (details are below and in the video)
- 3rd – Order the Goals with the SMARTest and Most Important Goals for the year as your #1 & #2
- 4th – Rewrite your Goal list with ONLY the First 3 Goals on your List.
- 5th – Evaluate these Goals to be sure they are CLEAR Goals (details are below and in the video)
- 6th – Reorder them with the CLEARest Goals as your #1 & #2
- 7th – Now Rewrite your Goal list with ONLY the First 2 Goals.
- 8th – You have completed the GOAL SETTING PROCESS, now ONLY work to achieve these goals. Resist the urge to consider, work on, or assign time to the other 8 goals that didn’t make the cut. The Pareto Principle (explained below and in the video) suggest that putting 80% of your effort into 20% of your work will produce better results. Happy New Year!
The Pareto principle (also known as the 80–20 rule, the law of the vital few, and the principle of factor sparsity) states that, for many events, roughly 80% of the effects come from 20% of the causes. Management consultant Joseph M. Juran suggested the principle and named it after Italian economist Vilfredo Pareto, who, while at theUniversity of Lausanne in 1896, published his first paper “Cours d’économie politique.” Essentially, Pareto showed that approximately 80% of the land in Italy was owned by 20% of the population; Pareto developed the principle by observing that 20% of the peapods in his garden contained 80% of the peas. (wikipedia)
Prepare The First List of Goals Using this to validate them if they are SMART (www.inc.com)
Specific (Goals must be clear and unambiguous)
Measurable (Results must be able to be measured in some way, for example, the number of products sold each week, or the percent completion)
Attainable (Goals must be realistic and attainable by the average employee)
Relevant (Goals must relate to your organization’s vision and mission)
Time-bound (Goals must have definite starting and ending points, and a fixed duration)
Are your goals CLEAR? Use this to define the top 2 Goals. (Peter Economy)
Collaborative (Goals should encourage employees to work together collaboratively and in teams)
Limited (Goals should be limited in both scope and duration)
Emotional (Goals should make an emotional connection to employees, tapping into their energy and passion)
Appreciable (Large goals should be broken down into smaller goals so they can be accomplished more quickly and easily for long-term gain)
Refinable (Set goals with a headstrong and steadfast objective, but as new situations or information arise, give yourself permission to refine and modify your goals)