Psychology of goal setting. Goal setting - what is it? Goal setting in pedagogy The concept of goal setting

What kind of person has no desires? Perhaps the ability to set and achieve goals that are aimed at improving a person's life is the most popular topic that is studied, considered and attempted to be understood. Goal setting is one of the leading lifestyles that people should adhere to. It has its own technologies and processes.

The online magazine site divides people into two categories. There are many people in the world, and each has their own lifestyle. But conditionally, all ways of existence can be divided into two types: opportunistic and goal-oriented. There are people who try to adapt to life, and there are those who live their goal and go towards it.

Undoubtedly, each method has its advantages. But the disadvantages make you think about what kind of life is better to live. It is worth considering these two types of existence from both the good and the bad sides.

Adaptive people try to submit to modern life. They sort of go with the flow, not trying to change or fix anything. They are kind and forgiving, often becoming addicted to something. More passive and static, that is, they love stability and suffer due to some losses. When something unpleasant happens in life, they worry, become depressed, and are filled with various fears. Adapters do not build anything, but come to where everything is built in order to learn to live there. They master various laws and moral rules well, which is why they are guided by them unconditionally.

Purposeful people usually try to organize their own system. They do not go with the flow, but try to make their life the way they want it to be. They are wise, experienced, among them are businessmen, successful people, professionals, specialists. They not only want to be the best, but strive to be leaders in what interests them. Naturally, with their activity and dynamism, they often bring disaster upon themselves. While achieving their goals, they encounter obstacles of all kinds. They solve problems not with tears and grievances, but with a firm position and desire to achieve the goal. Often such people do not adapt, but try to organize their own little world in which they will feel comfortable living.

Obviously, each way of life has its pros and cons. Only you can choose who you will be - an opportunist or a purposeful person. There is no point in judging those who have chosen the path of the opportunist, since such people are also needed. While goal-oriented individuals shape something, opportunists follow them and accept everything they give them.

What is goal setting?

Goal setting is the first stage of achieving goals, when a person sets a specific large or several small goals, considers possible options for achieving them, ways of implementing and solving difficulties. This is still the stage of setting goals that should accomplish certain tasks, solve difficulties and improve a person’s quality of life.

What is a goal? Everyone has their own definition:

This is the desired outcome of events.
The final result of the activity.
An individual future that is desired.

A goal shows the result a person wants to achieve. Why is it so important to set goals? With goal setting, a person begins to regulate his actions or activities, which are subordinate to the goal that he wants to achieve.

Often people substitute goals when they forget about what they want to achieve in order to simply enjoy the process of achieving it. It also happens that people set goals vaguely, indistinctly and unclearly. This also does not contribute to their achievement. The fact is that in such a situation a person begins to doubt the need for achievement, often forgets what he wants, changes his preferences and desires.

Global (or inflated) goals have both disadvantages and advantages. Inflated goals can be vague, which does not help a person navigate in which direction to go. Moreover, such global goals allow a person to determine his own meaning in life.

Personal goals are those that stand directly before an individual. He may be part of a group. Moreover, his activities will be effective if he has his own goal, in addition to the general one, which will be realized if he achieves a common goal together with others.

Goal setting process

Goal setting is often used in training and the work environment, where a person takes specific actions. To decide on actions, you need goals that are achieved by these actions. Therefore, a person cannot work without goal setting.

There are 10 main points in the goal-setting process:

Each goal may contain human needs, without which its existence is impossible.
The goal contains a motive—a perceived need. Often a person is faced with a struggle of motives, where it is necessary to choose one thing or organize the motives, create a hierarchy.
A goal is a certain picture of what is desired, which distorts the existing reality. Today a person does not have what he wants. However, he clearly understands in his head what he wants.
A person chooses a goal among all possible ones.
Often the result is at odds with what a person achieves.
A person always plans how he will achieve his goal. Errors in forecasts are also possible here.
The most ideal planning will contain errors, since forecasts may not take into account some of the facts that will arise in reality.
The clearer the goal, the more motivated a person becomes.
The more motivated a person is, the more the goal will become distorted.
The closer a person gets to the goal, the greater his motivation and the more strength he has to carry out the desired activity.

A person needs to be aware of his internal needs, which will also influence the actions taken in the process of achieving perceived goals. You should also be prepared to change your plan of action, since a person will probably not be able to take into account and anticipate everything at the beginning.

Goals and goal setting

A goal is the final result that must be achieved after all the actions taken by a person. This is a picture of the future that a person wants to achieve. It includes all his wishes, hopes and dreams. It also depends on the capabilities of a person that he sees in himself. A goal motivates a person to act and organizes the actions that he will perform.

Goals can be operational, tactical and strategic, which depends on the time when they must be realized. It is worth remembering that goals may change over time, which is quite natural. This is called plasticity, which involves a change in a person’s mood, values, needs and even life circumstances, because of which he wants to adjust or completely change the direction of his movement in life.

If a person has many goals, they must be consistent, not contradict each other and not interfere with implementation. Goal setting is the process of setting a goal, its vivid presentation, planning, that is, a kind of creative activity when a person only draws the desired future and predicts how he will go towards this future.

Why is goal setting necessary? In addition to the fact that a person clearly formulates his goal, he must correlate his values and the level of motivation to achieve it. If everything is coordinated, then the person experiences inner confidence in the need to achieve the goal, and also feels the energy to take the necessary actions. If a person does not feel all this, it means that the process of setting goals was carried out incorrectly. For example, a person wants something that he doesn’t really need.

Planning and goal setting

Goal setting involves planning - when a person intends to achieve a goal, and therefore he plans what actions he will take to achieve this. Success is the result that occurs as a result of consistent actions taken in the right place and at the right time. Planning is quite conditional, since a person cannot foresee everything. However, it is mandatory because it allows:

Focus on what's important.
Decide on the actions that need to be taken and the directions that need to be followed.
Eliminate fears, doubts, anxiety.
Motivate yourself to take action.
Understand what decisions need to be made to achieve your desired future.
Use your resources and skills effectively.
Determine your place in this life, find peace.
Gain freedom and confidence that a person is doing everything right.

It should be borne in mind that a person first always realizes his instinctive and physiological needs, only after them moving on to performing more spiritual tasks. Knowing this, you must first close all your needs at the physiological level in order to be able to concentrate on achieving material, social or personal success.

Man lives in a constantly changing world. Here it becomes quite natural that global goals may undergo changes or be completely removed. A person should be okay with the fact that setting a global goal of 1 year will not be the final goal of his entire life. As new technologies and other opportunities appear, people will become even more aware of what they want.

The most important thing here is to remain flexible, quickly adjust your goals and continue to achieve them. The most important aspect is staying motivated. When setting goals, a person must be inspired by his own goal.

Goal setting technology

The goal must be achieved, which will distinguish it from empty dreams. If a person acts and achieves a goal, it means he didn’t just dream. To ensure that the goal is feasible, SMART technology is proposed, which checks the goal for realism and the ability to be achieved by a person who may exaggerate his own capabilities.

S – specific. A person sees it clearly and clearly, defines it. It has clear boundaries, shape, color, etc.
M – measurable. The target can be determined by specific parameters, for example, by weight, shape, color, smell, etc.
A – achievable. There are real examples of achieving such a goal. At the same time, it should not cause additional stress in a person, that is, it should ideally fit into the life of a person who will enjoy its occurrence.
R – result-oriented. A person must feel certain results, see them, feel them.
T – defined in time. A person must set a specific time frame for completing each action, as well as a date for achieving his goal.

Bottom line

Every person wants to live happily and beautifully. However, many are not born in conditions that would bring him pleasure. As a result, desires appear that can become goals if a person clearly formulates them and begins to achieve them, truly feeling that they please him.

There is nothing more contrary to reason and nature than chance.
Marcus Tullius Cicero
And God stepped into the void. And He looked around and said - I am alone. I will create a world for myself.
Johnson J.W.

As we have already found out, any movement of any living, and especially intelligent, creature is behavior that has a goal. There is no such thing as aimless behavior. A person does not make a single movement without pursuing one goal or another.
The reason for this is obvious, because. the source of any goal is need. Every person has needs, and the goal is to satisfy them.
Thus, the goal is the beginning, content and completion of any movement. A simple and understandable thought follows from this: from a practical point of view, for any person there is nothing more important than the Goal.
Actually, this fact is directly reflected in the work of our brain. The latter is always busy with the same process - the ideal creation of the future, i.e. goal setting. There is no need for us to force our brain to set goals and objectives, it is already busy with just that.
Everything is simple and obvious. We always move according to certain goals. We are simply not given anything else. We can be aware of this fact or not - the essence of things will not change.
We can even talk about the existence of an immutable law of cause and effect, which states that every effect in our life has a cause. Goals are reasons; health, happiness, freedom and prosperity are the consequences. We sow purpose and reap results. Goals begin as thoughts or causes and manifest themselves as conditions or effects.
It automatically follows from this that we are where we are and are who we are precisely because we ourselves wanted to be. It turns out that only our thoughts, plans, goals, deeds and behavior led us to our current state. It couldn't be any other way. This is the structure of the World and ourselves.
A simple but logical question arises here. If we never move except in accordance with the purpose set by our own brain, then why are so many of us dissatisfied with where we are and who we are?
Why is it common to believe that some people “achieve their goal (success)” and others do not? Where do the “losers” come from? Where do non-health, non-happiness, non-freedom and vegetation come from? Disappointment in yourself, people, life? Resentment, guilt, shame? Fear, anger, anger, hatred? Where, after all, did this obscenely worn-out phrase “they wanted the best, but it turned out the same as always” come from?
Apparently, we are never truly happy unless we are moving towards achieving something that is very important to us.
There are nuances here.
“After twenty-five years of research and experience, I have come to the conclusion that success is equal to the goal, but everything else is speculation. The ability to set a goal and create a plan to achieve it will contribute to your success more than any other activity." (Arthur B. Van Gundy)
Maximum concentration on the goal, the same author continues, is the most important quality of people who achieve outstanding results in any business, in any field. Even a small fraction of our potential cannot be realized without learning to set a goal and achieve it as simply and naturally as brushing your teeth and combing your hair in the morning.
So, the first most important nuance is concentration. Our brain contains a goal-seeking mechanism, continuously provides feedback to the goal, and automatically corrects course. Thanks to this mechanism located in our brain, we achieve any goal we set for ourselves, as long as it is clear and we are persistent enough. The process of achieving a goal occurs almost automatically. But it is the definition of goals that is the main problem for most people.
The second fundamental nuance is defining the goal.
An interesting fact is that very few people have their own, conscious, real goal. It is believed that only less than three percent of people write down their goals on paper. And less than one percent of them reread and rethink these goals with sufficient regularity. Many people simply don’t realize how important the physical existence of their own goal is.
Meanwhile, people without goals are doomed to forever work for those who have these goals. We work to achieve either our own or others' goals. We live either our own life or “someone else’s” life, life in the name of fulfilling other people’s goals and interests. The best work is to achieve your own goals and to help others achieve theirs. This is not “work” at all, but true pleasure.
Why don't people set their own goals?
The first reason people don't set goals is because they just don't know. Not aware of the basic causality of our world. In our opinion, “vulgar materialism”, the dominant mass worldview of the last 150 years, plays a significant role in this, which determines changes by chance, genetics, hereditary predisposition, “natural selection”, “struggle for existence”, etc. external to man circumstances.
Here is a classic statement of materialistic science: “The goal is secondary, and the material conditions of its formation and implementation are primary, because they not only precede the process of goal formation, not only in a certain sense generate it, but also determine it.”
As a result, people prefer words to deeds; they want to achieve success and improve their lives, but at the same time they don’t quite understand how exactly to do this and where to put their efforts.
As already noted in the “Needs” section, the failure to pose the question of the meaning of life practically leads to the abandonment of one’s own goal setting altogether.
The second reason people don't set goals is because they don't take responsibility for their own lives. Until the moment a person has accepted full responsibility for everything that happens to him, it cannot be said that he has even taken a step towards setting a goal. A person without responsibility is someone who is constantly waiting for “real life to begin.” In this expectation, all energy and time are spent on coming up with explanations and excuses for the lack of desired happiness.
The only way to determine what a person really believes is to judge by his actions, not by his words. It is what we do that matters, not what we say. Our true values and beliefs are always expressed by our behavior, and only by our behavior. One person getting down to business is worth ten brilliant speakers doing nothing. A serious person is a doing person.
The third reason people don't set goals is because of deep-rooted feelings of guilt and low self-esteem. Modern mass education is structured in such a way that a child, a teenager, and then an adult constantly owes something to someone - parents, school, elders, the state, etc. All sorts of “standards” in the form of so-called stars, idols and other “celebrities” are constantly being imposed on people. In an involuntary but inevitable comparison, an ordinary person feels his own “smallness”, earthliness. People who are artificially pressed to such a low evaluative and emotional level that they have to “look up to see the bottom” cannot, of course, confidently and optimistically set goals for the months and years ahead. A person who grew up in a negative environment that instilled in him a feeling of being undeserving or an attitude of “what good is this!” and “I’m not good enough” is unlikely to be able to set serious goals.
The fourth reason people don't set goals is because they don't realize the importance of goal setting. This is simply not taught. If we grew up in a family where both parents do not set goals, and setting and achieving goals is not a recurring topic of family conversation, then we may become adults without learning that goals exist for more than just sports. If we belong to a social circle where people do not have clearly defined goals to achieve which their activities are aimed, we are unlikely to think about the phenomenon of goal setting in general. Eighty percent of the people around us are going nowhere, and if we mix with the crowd, we will go there too.
The fifth reason people don't set goals is because they don't know how to do it. In our society, it is possible to earn a university degree—the culmination of fifteen or sixteen years spent in education—without even receiving an hour's lesson in goal setting. Meanwhile, the study of the principles and methods of goal setting is almost more important than any other subject we have ever studied.
The sixth reason people don't set goals is fear. Fear of failure, fear of being rejected, fear of being criticized. Since childhood, our dreams and hopes have been damaged by the criticism and laughter of other people. It's possible that our parents didn't want us to have high dreams and then be disappointed, so they were quick to give us reasons why we wouldn't be able to achieve our goals. Our enemies and friends laughed and made fun of us when we imagined ourselves to be someone or did something that exceeded their ideas about ourselves. Their influence can leave an imprint on how you feel about yourself and how you set goals for years to come.
Children are not stupid at all. They very quickly learn that “if you want to get along with everyone, act like everyone else.” Over time, a child who is disapproved and constantly criticized stops developing new ideas, cherishing new dreams, and setting new goals. He begins a lifelong journey of playing it safe, selling himself cheap, accepting his own low achievements as an inevitability of life that cannot be changed.
Fear of failure is the greatest obstacle to success in adulthood. It is what keeps people in their comfort zones. It is she who makes them bow their heads and remain safe while the years pass by.
Fear of failure is expressed in the suggestion “I can’t, I can’t, I can’t.” Fear is learned in early childhood as a result of destructive criticism and punishment for actions that did not meet with the approval of our parents. Once it takes root in the subconscious, this fear spreads further, paralyzing dreams and killing ambitions, causing more harm than any other negative emotion that visits the human soul.
The seventh reason is misunderstanding and rejection of the meaning and role of “failure” in achieving success. The rule is this: you cannot succeed without failing. Failure is a prerequisite for success.
The greatest successes are almost always preceded by many failures. It is the lessons learned from failure that make success possible.
Look at every temporary defeat as a road sign saying: “Stop, better go this way.” One of the qualities of a leader is to refuse to think in terms of “failure” or “defeat.” They are replaced by the concepts of “valuable lesson” or “temporary failure”.
You can learn to overcome the fear of failure by being clear about your goals and accepting temporary difficulties and obstacles as an inevitable price that must be paid to achieve any significant success in life.

Goal setting and the law of control

The goal of management is the leading element in the activities of the leader (manager). Purposefulness involves conscious movement towards a clear and precise goal, despite all obstacles and even in spite of them.

Under purpose in social practice, including management, they usually understand some ideal, predetermined result that should be achieved. A goal is a subjective construction, a speculative construction, depending on the general level of knowledge and subjective qualities of the “designer”. In production activities, this ideal design is usually characterized quite unambiguously (for example, by the level of development or the volume of production of technical products). However, most often in the management of socio-economic processes and systems, the goal does not have a clear formal expression and cannot be comprehensively described in the form of numbers, terms, diagrams, dependencies, connections, etc.

Every goal has duality of content. On the one hand, the goal follows from the action of the laws and regularities of the objective world, that is, it is objective. On the other hand, a person’s goal is his ideal, mental construction, subjective construction, that is, it has a subjective character. It is in this regard that they talk about the duality of content, the duality of the nature of the purpose of management.

If the mission sets general guidelines, directions for the functioning of the organization, expressing the meaning of its existence, then the specific final states that the organization strives for are fixed in the form of its goals, i.e. , to put it another way, goals- this is a specific state of individual characteristics of an organization, the achievement of which is desirable for it and towards which its activities are aimed.

It is impossible to overestimate the importance of goals for an organization. They are the starting point of planning; goals are the basis for building organizational relationships; The motivation system used in the organization is based on goals; finally, goals are the starting point in the process of monitoring and evaluating the results of the work of individual employees, departments and the organization as a whole.

Depending on the specifics of the industry, the characteristics of the state of the environment, the nature and content of the mission, each organization sets its own goals, which are specific both in terms of the set of parameters of the organization (the desired state of which acts as the general goals of the organization) and in the quantitative assessment of these parameters. However, despite the situational nature of the choice of goals, there are four areas in relation to which organizations set goals based on their interests. These areas are:

Income of the organization;

Working with clients;

Employee needs and welfare;

Social responsibility.

As can be seen, these four areas also concern the interests of all entities influencing the activities of the organization, which were mentioned earlier when discussing issues of the organization’s mission.

In an organization’s management system, goals perform a number of important functions that now need to be addressed:

First, goals reflect the philosophy of the organization, the concept of its activities and development. And since the types of activities underlie the general and management structure, it is the goals that ultimately determine its nature and features

Secondly, goals reduce the uncertainty of current activities both organizations and individuals, becoming reference points for them in the world around them, helping them adapt to it, concentrate on achieving the desired results, limit themselves in some way, resist momentary impulses and desires, regulate their own actions and behavior in general. This helps you act faster, with greater effect, achieving your plans with minimal costs, and at the same time, getting additional winnings.

Thirdly, the goals are basis of criteria to highlight problems, make decisions, control and evaluate the results of activities aimed at their implementation, as well as material and moral encouragement for employees of the organization who have distinguished themselves to the greatest extent.

Fourthly, goals, especially great ones, regardless of whether they are real or imaginary, illusory, rally around themselves enthusiasts, encourage them to voluntarily take on difficult responsibilities and make every possible effort to fulfill them. There are enough examples of this, including in Russian history. New buildings of the first five-year plans, the development of virgin lands, the construction of the BAM were the result of the labor of not only prisoners, but also Komsomol members of those years, inspired by dreams of a bright future, and not at all to blame for the fact that these dreams turned out to be a deception. And the same prisoners who had the goal of early release showed increased activity in work, repeatedly exceeding production standards.

Finally, fifthly, the officially declared goals serve justifying in the eyes of the public the necessity and legality of the existence of this organization, especially if its activities cause adverse consequences, such as environmental pollution.

Goal setting- the process of justifying and forming the development goals of a managed object based on an analysis of public needs for its products and services and based on the real possibilities of their most complete satisfaction.

|From the point of view of the logic of the actions performed when setting goals, we can consider that the process goal setting organization consists of three successive stages. At the first stage, the results of the environmental analysis are comprehended, at the second stage the corresponding mission is developed, and, finally, at the third stage the goals of the organization are directly developed.

A properly organized goal development process involves going through four phases:

identification and analysis of trends observed in the environment;

setting goals for the organization as a whole;

building a hierarchy of goals;

setting individual goals.

First phase. The influence of the environment affects not only the establishment of the organization's mission. Goals are also highly dependent on the state of the environment. Previously, when the issue of goal requirements was discussed, it was said that they should be flexible so that they can be changed in accordance with changes occurring in the environment. However, one should not conclude from this that goals should be tied to the state of the environment only through constant adjustment and adaptation to the changes that occur in the environment. With the right approach to goal setting, management should strive to anticipate the state of the environment and set goals in accordance with this anticipation. To do this, it is very important to identify trends characteristic of the development processes of the economy, social and political spheres, science and technology. Of course, it is impossible to correctly foresee everything. Moreover, sometimes changes may occur in the environment that do not follow from the detected trends. Therefore, managers must be prepared to respond to unexpected challenges that the environment may throw at them. However, without absoluteizing the situation, they must formulate goals so that the situational components are reflected in them.

Second phase. When setting goals for the organization as a whole, it is important to determine which of the wide range of possible characteristics of the organization's activities should be taken as a basis. Next, certain tools for quantitative calculation of the size of goals are selected. Of particular importance is the system of criteria used to determine the goals of the organization. Typically, these criteria are derived from the organization's mission, as well as from the results of an analysis of the macroenvironment, industry, competitors and the organization's position in the environment. When determining the organization's goals, it takes into account what goals it had at the previous stage and how much the achievement of these goals contributed to the fulfillment of the organization's mission. Finally, the decision on goals always depends on the resources that the organization has.

Third phase. Establishing a hierarchy of goals involves defining such goals for all levels of the organization, the achievement of which by individual units will lead to the achievement of overall organizational goals. At the same time, the hierarchy should be built according to both long-term and short-term goals.

Fourth phase. In order for the hierarchy of goals within the organization to acquire its logical completeness and become a truly effective tool for achieving the goals of the organization, it must be communicated to each individual employee. In this case, one of the most important conditions for the successful operation of an organization is realized: each employee, through his personal goals, is included in the process of jointly achieving the ultimate goals of the organization. Employees of the organization in such a situation receive information not only about what they have to achieve, but also about how the results of their work will affect the final results of the organization’s functioning, how and to what extent their work will contribute to achieving the organization’s goals. Established goals must have the status of law for the organization for all its units and for all members.

As you know, any human action is directly related to the fact that he spends a certain amount of time on its completion. And if the information from the first lesson will teach you how to determine and record your time expenditures and understand the structure of time resource distribution, then the knowledge that you will gain from here will help you learn to separate what you need to spend your time on from what you don’t need .

Here we will talk about the process of goal setting: you will learn to determine your true goals and secondary tasks, which means you will be able to do things that will allow you to eliminate wasting time, and even your minimal efforts will bring you maximum results.

The concept of goal setting

The fundamental question after analyzing your own time expenditure becomes the question “How to change the current situation?” This is difficult to do without thinking, because if we spent our time on something, it means that at that moment we presented this matter as important, necessary - and what to do with such a perception is not always clear.

Learning to make decisions regarding the need for something means correlating its possible result with what you actually want to achieve, i.e. with your goal. Wikipedia defines the goal as follows:

Target- the ideal or real object of the subject’s conscious or unconscious aspiration; the end result that a process is intentionally aimed at.

Another definition says: a goal is a mental model of the desired result, an ideal image of the future. If we know what we want to achieve as a result, it is much easier to weed out unnecessary ones among daily tasks - we just need to ask the question “will this help me achieve my goal?” A well-set goal motivates, organizes thoughts, simplifies decisions and, ultimately, leads to a significant increase in efficiency.

How to ensure that the goal is well set? It must be remembered that it never appears on its own, but is the result of a goal-setting process - conscious or not. Goal setting can be defined as follows: it is the process of selecting one or more goals with the establishment of certain requirements for them (for example, deviation parameters).

The psychological structure of any activity can be represented as the following diagram:

As we can see from the presented diagram, the process of goal setting and execution of any task can be conscious or unconscious. Let's try to figure out exactly how this affects your productivity.

The basis of any human activity is a certain need, problem or opportunity, which rests on the foundation of certain life values (meta-goals) of the individual. Needs and problems may not be recognized, while opportunities must first be noticed. All of them lead to the emergence of a certain motive - contrary to the common definition (“a motive is a conscious need”), it is not necessarily recognized by a person. The dictionary of a practical psychologist gives the following description: “The motive is revealed to the subject in the form of specific experiences, characterized either by positive emotions from the expectation of achieving a given object, or negative emotions associated with the incompleteness of the present situation. But to recognize the motive, that is, to integrate these experiences into a culturally conditioned categorical system, requires special work.” Separately, we can talk about the existence of motivations - conscious arguments in favor of one or another motive.

We can talk about goal setting as such if a person specifically tries to understand his goal by analyzing his existing needs, problems or opportunities, and then imagining an ideal image of the desired future. In this case, the process of planning to achieve the goal, as well as specific actions, is then launched.

The figure above clearly shows that the absence of a conscious goal leads to the absence of the planning stage; accordingly, the search for resources to achieve an implicit goal and the corresponding actions are carried out chaotically. Of course, this process does not allow any control over the final result, and efforts spent in this way will be in vain.

Our task is to make this process manageable, which means to explore possible ways of goal setting.

Exercise 2.1

From the list provided, please select from 5 to 7 key values in your life. If the proposed list is not enough, then come up with your own.

Exercise 2.2

Make a hierarchy of your values. Think about which of them might come into conflict with each other and how you will resolve it.

Methods of goal setting

There are the following main methods of goal setting:

Intuitive search for a goal is the most common. The algorithm of actions in this case is extremely clear: you need to be attentive to your own ideas and guesses, waiting for insight. It can be assumed that this is the only method of goal setting that is “automatically” built into every person. This happens because intuitive goals are formed on the basis of a person’s existing experience, knowledge and skills, and their “manifestation” means the transition of an unconscious need (problem) into a conscious motive for action, which starts the process of goal setting.

The “invention” of goals is an “experimental” process based on the trial achievement of a possible goal in the near future and/or on a reduced scale. For example, this happens when you make an important decision (“find a hobby you like”), but don’t know how exactly to implement it. In this case, you can try scrapbooking, philately, embroidery or more exotic options until you find exactly what you want. In this case, your goal may be to engage in this type of hobby for some time (a month, for example), and then you take stock and choose what is closest to you.

The method of “calculating” the goal works according to the following algorithm. Immediately after realizing the key motive (“I want to have a car”), you need to write down all the goals leading to this as columns of the table. You need to understand that goals can be different - “earn money to buy a personal car”, “beg a car from your husband”, “win a car in the lottery” and even “steal from a neighbor in the yard” (joke). Next, as lines, you need to write down qualitative and quantitative criteria that significantly affect the result of achieving the goal. Then it is enough to evaluate the goals you have come up with, choosing the best option in each line, and summing up the final indicators (see example below).

So, the result of our calculation is the goal of “begging a car from my husband.” Accordingly, it becomes clear how to achieve this goal. However, one cannot help but note the cumbersome nature of this method, the complexity of selecting and evaluating criteria, etc. In addition, as S.I. Kalinin notes, “attempts to “choose a groom according to Gogol, putting Ivan Ivanovich’s nose to Pyotr Petrovich’s face, are most likely doomed to failure.” However, maybe you will get lucky?

Finally, the selection and prescription method. This method implies that we already have a certain number of goals set by someone, and we just need to choose one of them as ours and “prescribe” its implementation for ourselves. Essentially, this is a way of imitating someone and an attempt to act according to an already known algorithm. An example of such a situation would be setting a goal for a young man finishing school: the mother wants her son to become a writer, the father wants to see him as a lawyer, and the grandparents see their grandson as a promising metallurgist. Not wanting to choose or not having such an opportunity, a young man can always choose one of the goals “prepared” for him by his family and strive to achieve it - as if this goal was chosen by him. It is worth noting that this is a fairly good method, although it is not suitable for everyone (one can recall the film “Route 60”, where the main character’s father predicts a career as a lawyer, but in the end the hero refuses the goal imposed on him by his father).

On a note. In some cases, the initially set goal may turn out to be superficial. Psychologists often highlight the multi-layered nature of the goal, and also note numerous inaccuracies in the formulation that diverge from what is really desired. To get a truly well-formulated goal, you need to specify its content. So, in the example above (“I want to have a car”) may contain something more than just a desire to buy a vehicle - for example, a desire to improve one’s status, demonstrate to others one’s independence, a way to join the interests of a certain group of people, and others. Awareness of the deep motive can help in achieving the true goal, increasing the level of self-understanding and ensuring better satisfaction of the original need.

Goal setting methods

3.1. SMART

But do not forget that the goal should be as accurate as possible, not only with regard to your internal perception of what you want. You must definitely imagine the ways to achieve the goal, use very specific planning tools for this and look for specific resources, and, most importantly, manage to do it on time (we are still talking about time management, right?). This is precisely why the SMART goal setting system was developed. It owes its name to a mnemonic rule that combines the first letters of the English name for the goal quality criteria. Among them are the following:

Specific (specific) - the goal must be specific, i.e. should indicate what exactly needs to be achieved;
Measurable - contains an indication of how the result is measured. If the goal is quantitative, then it is necessary to indicate the target figure (“sales 5% more”, “buy an iPhone 5S for less than 15,000 rubles”, etc.), if qualitative - set a standard (“the car is no worse than the S-class”, “the same watch as Stas Mikhailov”);
Achievable (attainable) - the goal set must be realistic; in addition, the mechanism for achieving it must be clear and it must also be real;
Relevant (relevant, relevant) - it is necessary to understand that achieving the goal is relevant and truly necessary to achieve what you want;
Time-bound (limited in time) - the goal must have clearly defined time limits for its achievement.

You can read more about SMART goal setting in.

The algorithm for setting SMART goals looks like this:

maximum refinement of results (S);
justification of the goal as necessary, relevant (R);
forecasting and assessing the degree of goal achievability (A);
selection of criteria for assessing goals and target indicators (M);
For a maximally specified goal, a deadline (T) is selected.

Exercise 2.3 by Brian Tracy

Take a piece of paper and write down ten goals for the next year as if they had already been realized (for example, “I bought myself a new Ferrari 458 Italia in a boutique on Tretyakovsky Proezd”), and then choose the one that would change your life the most. life. Circle it, and then write it down on a separate sheet of paper and work through it according to SMART criteria.

Exercise 2.4

What method of goal setting do you think (see point 2 of the lesson) does the example from the previous exercise refer to? Why?

3.2. Project method of goal setting by G. Arkhangelsky

Despite the obvious advantages of SMART technology, it is effective only when the initial conditions for setting a goal are known and the subject of goal setting has a conscious understanding of the desired image of the future. On the contrary, in life there is often a situation when a suitable goal has not yet been found, and the initial conditions are quickly changing. Then we can distinguish the following stages of the technology of the project method of goal setting:

determining the abstract level (“framework”) of the future goal by:
— clarifying the value system by identifying specific values (meta-goals);
— identification of key areas of life that are affected by their influence;
— clarification of the rules that determine the nature of this influence.
a specific goal is specified so as not to contradict the values and principles existing in a given sphere of life; ensuring alignment with values;
planning a specific level of goal achievement: current affairs are checked for compliance with meta-goals (as opposed to the SMART approach, when the original goal is decomposed into individual tasks);
determining the time scale within which it is planned to achieve the goal - “in a week”, “this year”, etc. (as opposed to exact SMART deadlines);
division of cases into “hard” (tied to certain dates and times) and “soft” (planned on a time scale and taking into account the system of contexts);
all matters are divided into areas of attention - strategic, operational and tactical (they correspond to time scales of one year, one week and one day).

On a note. You can read more about G. Arkhangelsky’s system in his book.

3.3. The “goals-values” method

Having knowledge about your meta-goals (see exercise 2.1), create a table of correlation between goals and values:

If, based on the results of filling out the table, you arrange the goals in descending order of the final score, you can determine which of them makes the greatest contribution to the fulfillment of your meta-goals.

Exercise 2.5

What method of goal setting is the “goals-values” method?

Goal setting is the most important, but not the only stage of time management, preceding the actual execution of tasks and their implementation. The next important step is planning, which we will study in the third lesson.

Test your knowledge

If you want to test your knowledge on the topic of this lesson, you can take a short test consisting of several questions. For each question, only 1 option can be correct. After you select one of the options, the system automatically moves on to the next question. The points you receive are affected by the correctness of your answers and the time spent on completion. Please note that the questions are different each time and the options are mixed.

Goal setting

Goal setting- the process of selecting one or more goals with establishing parameters of acceptable deviations to control the process of implementing the idea. It is often understood as a practical understanding of one’s activities by a person from the point of view of forming (setting) goals and their implementation (achieving) by the most economical (cost-effective) means, as the effective management of a temporary resource caused by human activity.

Goal setting- the primary phase of management, which involves setting a general goal and a set of goals (tree of goals) in accordance with the purpose (mission) of the system, strategic settings and the nature of the tasks being solved.

Term "goal setting" used to name short-term educational courses - trainings - popular in the business environment, studying planning systems, time management techniques, as a result of which the following should be achieved:

the ability to plan working time taking into account short-term and long-term prospects, taking into account the importance of tasks;
the ability to identify optimal ways to solve problems;
the ability to correctly set goals and achieve them.

The result of goal setting in production and service is to increase labor productivity and reduce the total cost of ownership of the solution..

Goal setting, is also one of the main components of proto-training (trainings by Epstein M.M., EGM BTK), positioned among business trainings as key in the formation of a successful organizer and manager.

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See what “Goal setting” is in other dictionaries:

Goal setting... Spelling dictionary-reference book

Encyclopedia of Sociology

goal setting- tikslo kėlimas statusas T sritis švietimas apibrėžtis Mąstymo ir valios proceso etapas, kuriame vyraujantys motyvai lemia numatomo veiklos rezultato pasirinkimą. Tai specifinis žmogaus veiklos komponentas, lemiantis kitus jos komponentus... ... Enciklopedinis edukologijos žodynas

goal setting- goal setting, I... Russian spelling dictionary

GOALS SETTING- the process of justifying and forming the development goals of a managed object based on an analysis of public needs for its products and services and based on the real possibilities of their most complete satisfaction... Large economic dictionary

GOALS SETTING- a person’s rethinking of the place he occupies in the economic, social, industrial structure of the world... Encyclopedic Dictionary of Psychology and Pedagogy

GOALS SETTING- English realization of goal/aim; German Zielverfolgung. The meaning-forming content of practice, consisting in the formation of a goal as a subjectively ideal image of what is desired (goal formation) and its embodiment in an objectively real result of activity... ... Explanatory dictionary of sociology

GOALS SETTING- the process of forming and putting forward goals by an individual or collective subject; begins at the level of needs (see), passes to the level of motives (see) and is determined in the goal. A goal is formed when a motive meets (as a conscious desire to... ... Russian Sociological Encyclopedia

Goal setting- goal setting by the subject of activity. (1) … Glossary of terms on general and social pedagogy

GOALS SETTING- this is defining, building a goal, thinking about the image of the desired future... Dictionary of career guidance and psychological support

Books

Modern domestic criminal process: goal setting, system of goals, objectives and functions, means, Alexey Pavlovich Popov. Last year, a monograph by this famous author, a serious researcher and experienced employee of internal affairs bodies, “Goal Setting in Modern Domestic Criminal ...” was published. eBook
Lesson in the conditions of the Federal State Educational Standard. Goal setting. Technologization. Performance assessment (CD). Federal State Educational Standard, Pashkevich Alexander Vasilievich. This CD "Lesson in the conditions of the Federal State Educational Standard. Goal setting. Technologization. Performance assessment" of the "Methodological Laboratory" series contains a system analysis...