person writing in a notebookAn organization without goals has no direction to move it forward. Members in an organization with well-defined goals often have little commitment to the organization. Goals get people involved, motivate them to work on tasks, and give them a sense of accomplishment when they are realized. There are many templates, formats and strategies for setting goals. The biggest thing to remember is that a goal with a plan to achieve that goal is the same as having no goal at all. 

We recommend using the SMART goal method when considering your organization's goals. 

SMART = Specific, Measurable, Attainable, Realistic, Tangible

  • Who is involved?
  • What do I want to accomplish?
  • Where am I going to do this?
  • When will this occur?
  • Which parts of the goal are critical?
  • Why do I want to accomplish this goal?

How will I know when the goal is accomplished?

How is this important to you?

Goals maybe too high because:

  • Other people may be involved
  • Insufficient information
  • Always expecting your best performance
  • Lack of Respect for self

Goals maybe too low because:

  • Fear of failure
  • Taking it too easy

To set goals at the right level you should:

  • Practice, practice, practice
  • Set goals slightly out of your immediate grasp
  • Take personal factors into account
  • Review and adjust

How do I make it real?