As we rapidly approach the end of the year it is important to take time out to reflect on your achievements. Make a list of all the great things you have done in 2013, targets hit and/or new skills mastered. Think of new relationships formed and bridges mended where conflict had previously existed.
Check your performance against your personal goals for the year (I’m sure you reviewed progress throughout the year as well) and tick off those hit. For the ones that you didn’t hit, ask yourself why? In many cases it will be that the goal was not really that important to you, or perhaps it was too ambitious. Often people say “That wasn’t my goal, I was told to put that in by my manager!”
I read an article a few years ago that stated less than five percent of the UK working population had clearly defined business and personal goals. In my experience I think the actual percentage is one percent!
When I review people’s goals they usually consist of work related targets like promotion and the personal goals consisted of material things such as houses and cars. Very few of them consist of ‘softer skill’ goals like improving communication or being more empathetic. The reason for this is simple, it is easy to pick obvious and clear targets and we definitely know when we have hit them but how do we know when we have hit a ‘soft target’?
In previous Management Training & Development blogs we have looked at elements of goal setting and how to keep on track when things don’t work out as we planned. If you missed those look back through the archives and use the ‘tags’ to search.
In this blog I want to focus on some good solid basic rules to help with your planning for 2014 goals. Here are my top tips for 2014 goal setting:
Hope that helps YOU get the picture and good luck with all your goals in 2014.
Head of Training
(Image by at FreeDigitalPhotos.net)
Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.