‘Our goals have to be motivational and setting appropriate goals is a skillset’

Goal setting has been within our psyche, within our business, our realms of reality for a long time but it remains challenging.

In this highly informative episode, Julie explains the vital role of goal setting in motivating staff and achieving in any type of business.

Everything we do as people is because we want the end result and the effective use of SMART and STRUCTURE in goal setting can make sure you are setting effective and motivational goals, listen in now and find out how

 

KEY TAKEAWAYS

• Everything we do is because we want the end result.
• If we have goals that are out there, spoken or written we become more accountable, without goals we don’t achieve.
• The vision must be broken down into a strategic plan by subject area and by division.
• Develop the strategic plan into smaller goals – relevant for the area and the year down by division into 6 months, 3 months, monthly, weekly and daily.
• Once you have a plan you can begin working by setting appropriate goals that are motivational.
• SMART criteria are associated with Peter Drucker’s management by objectives concept and are frequently used in goal setting.

Specific – the more specific your goal the better the language you write it in and the more people will understand.

Measurable – it has a measure, a number either positive or negative, it has to be linked to the specific. If you can’t measure it you can’t manage it

Achievable – it has to be stretching but achievable for the individual linked to their skillset

Realistic – is it realistic for the business and the individual to achieve.

Time-bound – the more specific the goal is the more likely it will be achieved.

People now want to know why and understand -  this is the basis for motivation within a workforce.

The STRUCTURE criteria extends SMART and ensures goals are motivational for the individual in today’s businesses.

System – if you don’t have a system for goal setting activities how do you know if you are ever going to manage it?

Target – whether a number or percentage you have to have a number to be able to measure it.

Relevant – this is vital the target must be relevant to the individual receiving it so they are motivated to achieve it.

Understand – make sure you understand so you can explain it to others.

Communicate – you have to be able to communicate the goal effectively

Time – when do you want the goal achieved by? Give yourself wriggle room especially if you are delegating the task

Understood – make sure the person understand what you are asking them to do you are supporting and helping by ensuring they understanding

Review – make sure you timetable the reviews in and make sure they happen regularly.

Evaluate – why are you evaluating to celebrate success, to realign the goal, to learn for next time, improve the process? there are many reasons to evaluate and its vital to do it.

 

BEST MOMENTS

‘In Japan, they have thousand-year visions and they have the greatest percentage of thousand-year-old companies in the world’

‘We can’t manage time but we can manage our contribution to it’

 ‘People still don’t do it very well and that’s the truth’

 

VALUABLE RESOURCES

The Life-Changing Magic of Setting Goals book by Julie Hogbin  

The Authorities - Julie Hogbin: Powerful Wisdom from Leaders in the field book by Julie Hogbin, Raymond Aaron, Marci Shimoff, Dr John Gray

[email protected]

 

ABOUT THE HOST

Julie Hogbin

 

I started my career within the accountancy profession, moving on into auditing, then Learning & Development where I have spent over 30 years.

 

In 2011 I threw everything up in the air and became a property investor via forex, trading and learning how to build websites & internet market whilst walking on fire 😊

 

I have worked with over 20,000 Leaders at every level of Management and Leadership for over 30+ years. In the latter years working with CEOs, SMTs, boards of trustees & Entrepreneurs.

 

I have worked with the public, the private and the entrepreneurial sectors of the market. The Leadership messages are the same across the sectors – the application may be different but all are Business’ where Conscious and Principled Leadership reaps rewards for all parties concerned.

 

I work with the human element of Business and my passion is enabling others to be the best they can be through providing them with the information they need to be more effective than they currently are. Unleashing potential and providing knowledge enabling the best decisions to be made for the Business, the Employee, the Leader (themselves) their families and the greater social economy.

 

I am a Coach, a Mentor (and I know the difference) Trainer, Author, property investor and public speaker

 

I love travel, sunshine, smiley people, intelligent conversation, laughter, learning, networking, supporting others, property as a business, investigating ‘stuff’ problem solving, asking questions that make people think, creating aha moments, gardening and flowers and being outside.

 

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