Greetings. I am very glad to see everyone! As soon as the New Year holidays subside, people begin to think about how to improve their lives in the new year and what goals they should set. But before you start writing a new chapter, you need to remember the previous one and draw the appropriate conclusions. So, the topic is hackneyed, but with new tips and ideas from coaches - how to correctly write goals for the year, namely for 2018.

If this year you have decided to clearly and scrupulously set goals, as I did, then I propose to walk with me through all the recommendations given by coaches and psychologists. And the most important recommendation is to determine the truth of the goal. If the goal is false, then it is unlikely that it will be achieved this year. How to do it a little below. Coaches recommend starting with an assessment of the previous year (internal and external changes, spiritual and material acquisitions) and, of course, gratitude to yourself and everyone for all these changes.

Questions for the last year

In order to revise the past year, we invite you to answer the following questions. Try to be as honest and objective as possible, because your motivation to act for the good of the future depends on your assessments.

1. How much did you like the outgoing year?
2. How many positive events were there? Which one would you like to remember forever?
3. Which of the plans did you manage to implement? What results have you achieved in various areas of your life?
4. Describe the past year in one phrase.
5. What cases did you fail to complete? For what reason?
6. What have you learned? What knowledge and skills have you acquired? What books have you read? What experience did you get?
7. How much has your monthly income grown compared to last year?
8. What are you regretting? Remember and forgive yourself.
9. Do you want to live this year the same way as the previous one?

The assignment is best done in writing to re-read the results and decide if you are satisfied with them. And if not, then ask yourself why, out of 365 days, did you competently use only a few of them for yourself? Wasn't there an opportunity to learn something new, please yourself by reading a good book, or go to some event for vivid impressions?

And, the most offensive, probably in January of that year, you imagined exactly how your life would change if you set goals and begin to realize yourself. So why have the goals not been achieved?

How to set goals correctly?

Starting a new life is not easy because it involves giving up laziness and regularly stepping over obstacles. Be sure that as soon as you set yourself a new goal, the most unfavorable conditions will be created around for its achievement. This is why people usually do not fulfill their own plans. This is directly related to the natural fear of changing one's life and one's own personality, because no goal will be fulfilled without doing a lot of work on oneself and the environment.

It is natural for a person to be in a state of lack of will and to act according to a familiar, predictable scenario, and in order to achieve a goal, it is necessary to abandon this and change everything. Understand that your task is not only to set a goal, but to act as well.

In order to overcome yourself and the difficulties that arise on the way over and over again, you need to really want to achieve the goal. You should get satisfaction from the process of working on your own desires. Imposed and other people's goals must be cut off at the very beginning of the path, because they will never bring happiness.

It is important to clearly formulate your own goals for the next year, covering all areas of life. For example, personal, work, financial, and so on. The more specific, the better. Be sure to record each step in achieving your goal.

Goal setting plan

1. To form the lifestyle of the desired next year in various areas of your life (career, family, leisure).
2. Determine your true goals for the next year.
3. Develop a plan to achieve them.
4. Act.

The story of John Goddard

John Goddard is known as a researcher, traveler, scientist and anthropologist. He has written several books, won many awards and has been in the Guinness Book of Records several times. As a fifteen-year-old teenager, he listed on paper 127 goals for life, among which were the conquest of the largest rivers, climbing the highest peaks, piloting the latest aircraft and studying lost tribes. For 87 years of his life, John Goddard has completed 114 points from his list.

Life list

A life list is a list of those goals that a person would like to achieve during his life. Often the items on such a list are called not goals, but desires, so that a person does not limit himself on one or another basis.

Life List Criteria

1. The fulfillment of desires / goals should be up to you.
2. These should be emotionally charged and significant events.
3. Don't include buying an item for the sake of the item; indicate what it is for.
4. Check if this is your desire, and not imposed?
5. Be as specific as possible.

Before taking on goals for the next year, it is recommended to draw up your own life list and write down everything that comes to mind, if it does not contradict the above criteria. Feel free to list your childhood and teenage dreams. Many psychologists believe that it is the fulfillment of childhood dreams that makes people truly happy.

And don't laugh at yourself! If you dreamed of becoming a famous guitarist, why not finally buy a guitar and learn how to play it? Maybe not a lifelong business, but a wonderful hobby that can give a feeling of happiness.

Imagine your own funeral

This task may seem gloomy and extremely unpleasant, but its completion is necessary in order for a person to understand the value of his own life, and clearly imagine what trace he wants to leave behind. Don't take these questions as a bad omen.

1. Imagine that you are at your own funeral. Recommend something to yourself in the present tense from this perceptual position.
2. What will your loved ones, relatives, friends, colleagues and acquaintances say as parting words? How will they describe you and your accomplishments in various areas of life?
3. What would you like to hear from them?

After rereading your own answers to the questions, draw conclusions that will help you improve the quality of your life and appreciate the present day. Faced with death, even mentally, a person experiences a powerful upsurge in life.

Goals and values

Now is the time to talk about urgent goals for the foreseeable future. Divide the paper into three parts and write down your goals for 3 years, 1 year and the last 6 months of life (just imagine what you would do if you knew about your imminent death). It is advisable to limit yourself to 6 items in each category.

Then take a new piece of paper, divide it into three parts again and write down the values ​​of personal life, activity and leisure (also 6 pieces in each area). Make sure that the lists are not imposed, that is, not your values.

Now draw lines from each value to those goals that satisfy those values. Those goals that satisfy more values ​​are true. You can rate the goals in this way. If there is a goal that does not satisfy any value, then it is unlikely that it will be achieved until your values ​​change.

Here's what I got. The numbers in the circle next to the goals are how many values ​​it supports.

The fact is that those goals that satisfy the maximum number of values ​​and are supported by them have a better chance of being realized, since they have strong internal support. It is very important that goals and values ​​are linked. Understanding the truth of purpose and value is already a step towards changing life for the better.

Particular attention should be paid to those goals that you would set yourself for the last 6 months of life. Often there are desires that evoke a powerful emotional response, but are constantly postponed for later for one reason or another. Sit down and think carefully, is it worth it to constantly put them in a distant box, if their achievement can give the much-desired feeling of happiness and complete satisfaction?

Checking the target for truth

If you think about your goal and don't feel anything inside, then you should immediately cross it off the list. Yes, it can be good, useful, correct on all counts. But it is impossible to achieve it without a physiological response, since the main instrument for achieving the goal is a person, and he will not act until he feels emotionally involved in the process. The thought of a goal should inspire excitement, joy, and a desire to act now. Otherwise, it is far-fetched and worthless.

How to check the target for truth?

1. When you think about a goal, do you feel an increase in vitality?
2. Presenting the image of the goal and the results of its achievement, do you want to start the process now?
3. Can you give a clear and concise answer to the question why this goal is needed? What opportunities will open up for you, how its achievement will affect all aspects of life.
4. Is there a connection with childhood dreams. After all, such goals are the most emotional and can give energy to achieve a result.
5. Will you enjoy the very process of achieving your goal?
6. Are you ready to fight to achieve your goal at the expense of your usual way of life and comfort?
7. Imagine that you have achieved your goal. Do you like changes and consequences?
8. Do you believe in your own ability to achieve your goal?

Be sure to assess the prospects of the goal, because it should be followed by new opportunities that can change life for the better. Do not work in vain for goals that are not capable of unleashing your potential.

And remember, it is not the result that is important - the achievement of the goal, but the transformation of you as a person in the process of achieving the goal. The process of achieving itself must be pleasant, you must be in a state of "intense pleasure." And this is possible only if the goal is true and desired.

The goal must be paid

A goal cannot be global, good, and convenient at the same time. Recognize the need to pay for the achievement of goals with various inconveniences associated with constant work on yourself, overcoming difficulties, changes in lifestyle. The inability to achieve a goal in one area of ​​life without affecting others.

Once you have realized this, sit down and analyze the changes that will occur in the process and as a result of achieving the goals. Do they completely and completely suit you, or do they disintegrate the established order from the ground? Are you ready to sacrifice something for the sake of a better life, or is the usual life still more expensive? If you want to give up a goal, then this is absolutely normal, you should not even get upset.

But if you are ready for all the changes that come with it, then take action and do not let your own fears and habits sabotage you along the way.

Make sure that:

• the goal is desirable and achievable;
• it is worth it to be achieved;
• the actions necessary to achieve are natural and normal;
• life after reaching the goal will get better;
• you have all the abilities to achieve this goal;
• you deserve this goal.

A positive goal statement

It is very important to formulate goals correctly. You cannot use negative language, for example, “I don’t want to live in this city,” implying a desire to move somewhere. Why not write “I want to move to Moscow / Kiev / London”?

You should not limit yourself to this point, imagine your goal in colors, images and sounds, write them down too. Realize how you know you have achieved your goal and mark this with the next item. For greater efficiency, it is recommended to describe why this goal is so important to you and whether some values ​​support it. If so, which ones?

Remember, being specific is your best friend.

Prepare for difficulties

It has been said repeatedly that achieving your goals is not easy. This is fraught with certain difficulties and challenges. It is best to prepare for this by making a list of those difficulties that may await you on the way to achieving this or that goal, so that later, when an obstacle appears on the way, you do not pass up and do not lose determination. Play all possible scenarios in your head and immediately note how you would react to certain events that could interfere with you. This is a great cheat sheet for the future.

Don't let your goals remain on paper. Your life is in your hands and you always deserve more than you have!

How to start the achievement?

Guys, I look forward to your comments. Did you like it for so long and difficult, in a new way, to set goals? Did you manage to finish reading and do everything to the end.

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

As we have already found out, any movement of any living, and even more so a rational creature is behavior with a goal. There is no aimless behavior. A person does not make a single movement without pursuing this or that goal.
The reason for this is obvious, since the source of any goal is need. Every person has needs, and the goal is an image of their satisfaction.
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 this.
Everything is simple and obvious. We are always moving in accordance with certain goals. There is simply no other way for us. We can be aware of this fact or not - the essence of things will not change from this.
You can even talk about the presence of an immutable law of cause and effect, which says that every effect in our life has a reason. Purposes are reasons; health, happiness, freedom and prosperity are the consequences. We sow goals and reap results. Goals begin with thoughts or causes and manifest themselves as conditions or effects.
It automatically follows from this that we are where we are, and we are who we are, precisely because we ourselves wanted to. It turns out that only our thoughts, plans, goals, deeds and behavior have brought us to our current state. It could not be otherwise. This is the structure of the World and ourselves.
Here a simple but logical question arises. If we always move only in accordance with the goal set by our own brain, then why are so many of us not satisfied with where we are and who we are?
Why is it customary to believe that someone "achieves the goal (of success)" and someone does not? Where do “losers” come from? Where does non-health, non-happiness, non-freedom and vegetation come from? Disappointment in yourself, people, life? Resentment, guilt, shame? Fear, anger, anger, hatred? Where, in the end, did this obscenely worn phrase "they wanted the best, but it turned out - as always" come from?
Apparently, we are never truly happy if we do not move towards achieving something very important to us.
There are nuances here.
“After twenty-five years of research and experimentation, I have come to the conclusion that success is equal to the goal, all the rest is speculation. Knowing how to set a goal and create a plan for its implementation will serve your success more than any other activity. " (Arthur B. Van Gundy)
The maximum concentration on the goal, continues the same author, 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 mechanism for finding a target, continuously provides feedback to the target and automatically corrects the course. Thanks to this mechanism located in our brain, we achieve any goal set for ourselves, if only it is clear, and we are persistent enough. The process of achieving a goal is almost automatic. But it is precisely the definition of goals that is the main problem for most people.
The second fundamental nuance is the definition of the goal.
An interesting fact is that very few people have a conscious, real purpose of their own. 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 due frequency. It simply does not occur to many how important the physical existence of one's own goal is.
Meanwhile, people without a goal are doomed to work forever 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 their goals. This is not "work" at all, but a real 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 basics of causality in our world. In our opinion, "vulgar materialism", the prevailing mass worldview of the last 150 years, has played a significant role in this, which determines changes by chance, genetics, hereditary predisposition, "natural selection", "struggle for existence", etc. 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 forming the goal, 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, improve their lives, but at the same time they do not quite understand how to do this specifically and where to make efforts.
As already noted in the section "Needs", the absence of raising 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 taken full responsibility for everything that happens to him, one cannot say that he has even taken a step towards setting a goal. A person without responsibility is one who constantly waits for "real life to begin." In this anticipation, all the energy and time is spent coming up with explanations and excuses for the lack of the desired happyness.
The only way to determine what a person really believes is by judging by their deeds, not by their 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 it. One person getting down to business is worth ten brilliant speakers who do nothing. A serious person is a doing person.
The third reason people don't set goals is because of deep-seated feelings of guilt and low self-esteem. Modern mass education is arranged in such a way that a child, a teenager, and then an adult, as it were, constantly owes something to someone - parents, school, elders, the state, etc. All kinds 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", down-to-earthness. People who are artificially pressed to such a low evaluative-emotional level that they have to “look up to see the bottom” cannot, of course, confidently and optimistically set goals for months and years ahead. A person who grew up in a negative environment that fostered in him a feeling that he does not deserve anything or an approach like “and what is the benefit!”, As well as “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 understand 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 the definition and achievement of goals is not a recurring topic of family conversations, then we can become adults without knowing that goals exist not only in sports. If we belong to a social circle where people do not have clearly defined goals to achieve which their activities are directed, we are unlikely to think about the phenomenon of goal-setting in general. Eighty percent of the people around us go nowhere, and if we mingle 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 obtain a university degree - the sum of fifteen or sixteen years spent in education - without even having received 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 that we have ever studied.
The sixth reason people don't set goals is fear. Fear of failure, fear of rejection, fear of criticism. Since childhood, our dreams and hopes have suffered from the blows of criticism and laughter from others. Perhaps our parents did not want us to cherish high dreams and then get discouraged, so they quickly pointed out to us the reasons why we would not 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 transcended their self-image. Their influence can leave a mark on your self-image and goal setting for years.
Children are not stupid at all. They very soon learn that "if you want to get along with everyone, do 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, playing with security, selling himself on the cheap, accepting his own low achievements as a vital inevitability that does not lend itself to change.
Fear of failure is the greatest obstacle to success in adulthood. It is she who keeps people in their comfort zones. It is she who makes them bow their heads and stay safe as the years pass by.
The fear of failure is expressed in the suggestion “I cannot, I cannot, I cannot”. Fear is internalized in early childhood as a result of destructive criticism and punishment for actions that did not meet with the approval of our parents. Once rooted in the subconscious, this fear spreads further, paralyzing dream and killing ambition, 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 that you cannot be successful without being defeated. Failure is a prerequisite for success.
The greatest successes are almost always preceded by many defeats. It is the lessons learned from failure that make success possible.
Look at each temporary defeat as a road sign saying, "Stop, you better go this way." One of the qualities of a leader is the refusal 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 your fear of failure by being clear about your goals and accepting temporary difficulties and obstacles as the inevitable price that must be paid for any significant success in life.

Goal setting and the law of control

Brian Tracy is a famous windbag, or self-development coach. His typical exercise goes like this: write down a goal, make a plan, act. Nobody would have thought to do it :)

Usually, his stories are associated with some American university with an incomprehensible study, then he voices his "expert" thoughts and issues primitive recommendations. A short example:

Brian Tracy on the 10 Goals Method:

You need to write 10 of your goals in life for the next year. If you had only one goal, which one? Make a plan, lists of future obstacles, skills and knowledge required.

The 10-goal technique is said to be “amazing”. Sometimes people achieved 5 goals in a week.

The view of Macaque with a banana near the volcano is simply amazing!

Brian Tracy gives exercises for primitive people with primitive goals. A little bit of personal experience in goal setting will show you all his "expertise".

This method is suitable for purposes like: "Wash socks", "Call mom", "Finally take out the beer bottles." So, of course, you can even complete 7 out of 10 goals in a week. And the rest of the "next year" to collect new bottles and hide dirty socks.

If you have no experience in planning your personal life, you urgently need to work it out so as not to remain a naive victim of "action".

Personal life planning experience

The main reason why most people do not set goals for themselves is the lack of experience in achieving them. They didn't teach me at school, my mom and dad didn't tell me. Business coaches are forced to bet, but they have developed a strong habit of resisting development.

Then there are "experts" of personal growth with magical techniques that give amazing results without leaving the computer. They can say whatever they want, because their listeners will not check a word, they will not perform the exercises. They won't do anything. And the "action" will become an expert.

The sorcerer of personal growth.

Uncertainty in their strengths and abilities makes people only talk about their goals, and never write them down. It's safer to forget your goals than to see untouched lists. Living with goals is unsafe for a weak psyche.

The experience of planning your personal life will help you organize it, give you a sense of your strength and build confidence in yourself. Planning a personal life is the best way to build self-confidence and self-esteem.

Your goals for the coming year

If this is your first experience, and you find it difficult to assess your strengths, I recommend choosing goals is easier. Better you complete them in a month, then make a new list for the rest of the year. Each new plan will be more thoughtful and with well-chosen goals.

To make a list of goals, I recommend doing the exercise 100 desires, of which 5-10 desires are selected. It is better to set not ultimate goals, but a series of intermediate, simple and achievable goals. Instead of “Create your own business” - set goals: “Choose a niche for your business”, “Create a website”, “Write 10 articles”, “Learn SEO”.

It is very important that the first attempts to live with the prescribed goals are successful. Once again, I highly recommend making a simple plan for a start, even at least a list of tasks.

First, a simple plan.

To warm your imagination and memory, study the examples below - lists of goals for the year by area of ​​life. Additionally, examine the lists: 20 goals, 25 goals, 50 goals, and 100 goals. Make a list of goals that will change you over the course of the year.

10 goals for work and career

1. Take a course in a related specialty.
2. Explore career growth options.
3. Read 12 books on work.
4. Go to management with coaching.
5. Get a promotion at work.
6. Agree with the management about an additional area of ​​responsibility.
7. Perform more complex work tasks.
8. Change jobs.
9. Define a range of professions for a new career.
10. Organize your business, or choose a direction to search for free niches.

10 health goals in life

1. Our development. Determine your current health status.
2. Remove 10 unhealthy foods from your diet in a year.
3. Get a health consultation.
4. Do 12 massages.
5. Consultation with an osteopath.
6. Try 5 new types of massage.
7. Find a sport to exercise regularly 2-3 times a week.
8. Fast one day.
9. Take an unconventional wellness practice.
10. Take meditation and relaxation courses.

10 shopping goals

1. Consult with a stylist, make purchases with him.
2. Assess the profitability of buying real estate in your city.
3. Don't make emotional purchases within a month, buy in 3-10 days.
4. Buy a MacBook and / or iPhone.
5. Buy a toy from childhood memories.
6. Make a "sincere" gift to a friend.
7. Buy a toy for an adult yourself.
8. Buy a cup, draw a smiley on it and give it to a colleague.
9. Take a weekend tour.
10. Dress up new items in the store after purchase.

10 goals for the year for personal growth

1. Read Thinking Fast and Slow.
2. Examine material from a point of view you don't accept.
3. Learn to give a presentation.
4. Set a personal record for books read.
5. Improve your writing skills: write 5 articles.
6. Improve your understanding of statistics: Read Black Swan.
7. Learn to draw emoticons by hand.
8. To raise the level of proficiency in a foreign language.
9. Learn to drive a scooter.
10. Introduce personal time management into the habit.

10 goals for women, men, families

1. Easing the need to control everything.
2. Read the book Men are from Mars, Women are from Venus.
3. Respect your partner more.
4. Have a fun and romantic picnic.
5. Listen to the course "Natural childbirth".
6. Give your companion a handmade jewelry.
7. Prepare breakfast for lovers.
8. Track when you are not listening carefully.
9. Have a family dinner by candlelight.
10. Say more often words of support and concern.

Social work is a multifunctional professional activity. According to its organizational and formal characteristics, it can be represented as a system of procedures, techniques and methods carried out in the process of solving complex and semi-structured social problems. However, mastery of procedures and operations is not yet mastery of technology. Social work technology is closely related to the art of problem solving. And this circumstance raises her to the level of creativity, since the template is not permissible in working with people.

1. Technology for developing the goal of social work

The technology of social work as a process includes:

preparatory stage

goal setting,

collection and analysis of information,

formulation of an action program,

practical steps to implement the program.

It should be noted that in this closed-loop process, the cycles can be repeated until the problem is resolved.

The fundamental among all procedures is the goal-setting procedure. Goal setting is a fundamental concept in activity theory and is widely used in the social sciences.

First, goal-setting is a process of choosing and actually defining a goal, which is an ideal image of the future result of an activity.

In this regard, goal-setting performs a number of the most important methodological and methodological functions and tasks, namely:

acts as a real integrator of various actions in the system "goal - means of achievement - the result of a specific type of activity";

presupposes the active functioning of all factors of determination of activity: needs, interests, incentives, motives.

The central problem of the goal-setting procedure is the formulation of the goal and the optimal means of achieving it. A goal without defining the means of achieving it is just a long-term project, a dream that has no real support in reality.

Secondly, goal-setting determines an algorithm that determines the order and basic requirements for performance results.

A goal is a concept that expresses an ideal representation of the result of an activity. Any activity can be interpreted as a process of achieving a goal.

When forming a goal, keep in mind the following:

the goal should be reasonable and reflect the requirements of the laws of development of the object of influence;

the goal should be clear and achievable;

the main goal must be related and correlated with the goal of its higher order.

The main stages formulating a goal :

Allocation of the necessary characteristics and states of the object and their inclusion in the target setting of a specific type of activity;

Determination of possible, but undesirable circumstances caused by a specific type of activity;

Limiting goals from desirable, but objectively not unattainable results.

There are several types goals:

concrete and abstract

strategic and tactical;

individual, group, public;

provided by the subject of activity and data from the outside.

Specific purpose is an ideal image of a product of direct activity.

Abstract target- this is a general idea of ​​some 1 for the sake of which human activity is carried out.

Strategic and tactical goals are determined and conditioned by the temporary factors of their implementation and are correlated as a whole and a part.

The goal that puts the subject of action, is developed as a result of the internal development of his own activity, creative attitude and responsibility for the assigned work.

A goal set from the outside, can be defined as an objective requirement or a problem requiring solution.

"If we set ourselves the task of improving an organization without specifying its goals, we risk offering better ways to perform unnecessary functions or better ways to achieve unsatisfactory end results,"- J. O "Shaughnessy.

"93% of people have a dream that can be fulfilled by the end of the week, and they make it a lifelong dream."

"Do not set a goal too small. If you do not want much, then you will not achieve much", - Jim Rohn.

Remember, if your plans are not supported by the activity of your arms, legs, tongue and head, then all the power of these goals and plans becomes zero.

• Define general and specific goals specifically (that is, so that you can check whether the goal has been achieved or not);
• To achieve acceptance of assignments by performers, i.e. readiness to fulfill them;
• Define private goals so that the overall result is as close as possible in terms of its usefulness.

You must adhere to the following rules:

• Ensuring that a shared goal is known and understood by all who will pursue it is best done when the performers are involved in setting the goal.
• It is necessary to ensure that the set of particular goals ensures the achievement of a common goal.
• When discussing private goals, it is imperative to agree on all connections, that is, to fix from whom and what each performer expects to do his job. The leader must control and coordinate these connections.

Goal setting methods

• Identify the key areas of your life. Try to keep within the "magic number" 7 + 2. Record the highlighted key areas on paper.
  • For example: myself (my abilities, inner peace, happiness), work, family, lifestyle (home, everyday life, good things), etc.
• Determine the core values ​​of your life. It is also desirable that there are not very many of them (7 ± 2), focus really on what is of paramount importance to you. Write them down.
  • For example:
    • Personal growth and development, self-improvement;
    • Professionalism;
    • Freedom, independence;
    • Welfare, etc.
• Write down the main goals of your life for the moment. Try not to have too many of them, so that the list includes the most significant goals.
  • For example:
    • Become the head of the marketing department of firms;
    • "Promote" the brand X;
    • Get a second higher education;
    • Correct health;
    • Build a summer cottage with a bathhouse, etc.
• At this stage, it is important to write down not just fantasies and dreams, but immediately carry out a "specification of the result" or check the goals for compliance with quality criteria, for example, Smart.
• Evaluate the relationship between the goals according to the criterion: "achievement of goal A will contribute to, help achieve goal B". Show it as a diagram.
• Assess the contribution of each goal to value. To do this, you can use the goals-values ​​matrix, in which simple or weighted coefficients are set (for example: 0 - not important, 1 - important, 2 - very important). Filling in the goals-values ​​matrix is, in fact, the simplest way to “calculate” goals.
• Prioritize - Create a hierarchy of goals. At the same time, the coefficients obtained in the "Total" column of the "goals - values" matrix by themselves can be considered as an assessment of the priority of goals. But prioritization is a responsible and creative task that cannot be solved mechanically, only through numerical grades. There are a number of prioritization rules that can be applied to make qualitative adjustments to the "calculated" priorities:
  • The main values ​​(mission statements, strategy) dictate the main goals. Thus, the highest priority should be the goals, the achievement of which contributes to the implementation of the main goals of the individual;
  • Prioritization needs to ensure continuity between the past and the future. Priority goals should equally include long-term (whole life), medium-term (3-5 years), short-term goals (up to 1 year);
  • The more promising (long-term) the goal, the lower the motivation to achieve it. If all the priority goals are long-term, then there is a real possibility of being disappointed in them and never reaching them. There should be no more than three priority long-term goals, and better - one;
  • When prioritizing, remember that “hot” (urgent) and “important” are two different things. You can't sacrifice your main goals for the sake of momentary problems!

Goal tree

The most developed method of goal-setting is a system of procedures for forming a "tree of goals".

Development is carried out by sequential decomposition of the main goal into subgoals according to the following rules:

• The statement of goals should describe the desired results (state, objects, etc.), but not the actions necessary to achieve them;
• The formulation of the main (general) goal should describe the final result;
• The content of the main goal should be expanded into a hierarchical structure of subgoals in such a way that the achievement of subgoals of each subsequent level becomes a necessary and sufficient condition for achieving the goals of this level;
• At each level, subgoals must be independent and non-deducible from each other;
• Decomposition stops when a certain elementary level is reached, when the formulation of the subgoal allows you to start its implementation without further explanation.

In general, the principle of the "tree of goals" ensures the interconnection of many goals of different content (economic, social, political, spiritual), their coordination to achieve the main, single goal. The main goal directs the qualitative development of the community, the system of social relations.

The formation of the "tree of goals" occurs according to the principle "from the general to the particular." The main goal is at the top. It is divided into separate components - into intermediate goals (goals - means), on the implementation of which its achievement depends. Intermediate goals, in turn, are subdivided into more particular ones, etc. This is how the maximum concretization of management activities is achieved. This principle essentially represents the general strategy of the process of social management, the possibility of giving it a systemic nature and forms a specific system of dependence, which allows to determine the place and role of each goal in the process of its implementation, to differentiate them according to the degree of importance under the existing conditions of management activity.

Goal setting

• Task number 1:

On a new piece of paper, write down five important goals you want to achieve for the rest of your life. Try to picture for yourself a possible picture of your future life, and try to set clear goals that can be translated into immediate action.

• Task number 2:

Differentiate your life goals by time criteria. Enter in the boxes of the prepared form all the desired goals for the near and distant future.

• Life goals.
• Personal desires:
  • Medium-term goals (5 years).
  • Short-term goals (for the next 12 months).
• Professional goals:
  • Long-term (life goals).
  • Medium-term (5 years).
  • Short term goals (12 months).

After everyone has clarified for themselves the question of personal and professional goals, it is proposed to complete a series of tasks to analyze personal resources and select the means to achieve their goals.

• Task number 3. Purpose - Means Analysis:

Think over what means (personal, professional, financial, time resources) are needed to achieve your goals, and compare the ideal picture with the real situation. To do this, select five important goals and determine what resources are needed to achieve them, check what you still need to achieve and where to start in order to get closer to the goal.

It is proposed to fill in the table:

1. Target.
2. Funds.
3. What is available.
4. What else is required.

• Task number 4:

The last phase of the goal setting process is the concrete formulation of practical goals for the subsequent planning stage. At the same time, we must remember that the goal makes sense only when the terms of its implementation are set and the desired results are formulated.

Formulate the results of your desired goals, double-check your plans for feasibility, and set a time frame for their implementation. In addition, set short-term goals that will help you achieve your long-term, global goals (fill in the table).

1. Sphere of life.
2. Life goal.
3. Significance.
4. Implementation period.
5. Practical goals.
6. Execution time control.

Working with a goal

Let's start from the moment when there is only a desire to change something in your life, but it is not yet clear what exactly and how to do it.

• Decide what exactly and in what area you want. No restrictions, no "must" and "should"! Only "want", "like" and so on. You can go from the opposite and list everything that does not suit you in life, determine what you want instead.
• Formulate a goal according to Smart or Clear or Pure criteria. What kind of goal-setting model to choose is up to you.
• The goal should be broken down into several smaller goals, and those, in turn, into even smaller ones.

For this, you can use the so-called mind maps.

Mind Maps(they are also mind maps, "smart maps", mind maps, and so on) - this is a simple and very effective way to transform almost any goals into action plans. Mind maps are very actively used in life management. They allow you to visually consider what and how needs to be done to achieve the goal, determine what actions should be taken, what resources you will need.

Usually mental maps are drawn in the form of a diagram with a center and "branches" diverging from it. On the branches, you place explanations or pictures.

When making a mind map, your goal or task is placed in the center. On diverging branches, you mark keywords, these words should evoke emotions in you. Follow your associations and let your fantasy run wild. New associations emerge from each branch. These new links are called second-level branches. The mental map can be expanded almost indefinitely, but psychologists recommend making no more than four levels for ease of perception.

Consider drawing a mind map by hand. Take a piece of paper. In the center, draw any geometric shape and write your clearly and correctly formulated main goal in it. Break this main goal down into several smaller goals. Draw smaller circles and write in the same clearly defined Level 2 goals. In doing so, connect the main target to the smaller targets with lines or arrows. If necessary, these small goals can be similarly split into even smaller ones, and those, in turn, into even smaller ones. It is not necessary to bring the details to the point of absurdity. As a rule, three or four levels are enough.

If desired, you can add pictures and drawings to the mental map, use different colors for its design, and so on. All this will make your mental map more emotional and lively. When you have achieved the level of goal breakdown you need, next to each goal, write a list of simple and specific actions that must be performed to achieve it.

For example:

• Reach an agreement.
• Prepare.
• To know.
• To report.
• Assign.

The level of detail of the planned actions is up to you. Now all that remains is to set the exact dates for the implementation of these actions and coordinate them with your plan, if one already exists. Thus, in the end you have a clear and specific plan of action to achieve your goal. It remains only to implement it!

Smart - S.M.A.R.T abbreviation has its own interpretation, where each letter denotes one of the criteria for the correctness of the goal formulation:

• Specific - the goal should be specific and clear.
• Measurable - The goal must be measurable.
• Achievable - the goal must be achievable.

Realistic / reasonable / relevance - the goal must be realistic (otherwise acceptable or relevant). Timebound - the target must be limited in time.

For example: "I want to get more money. This is my goal!" Based on the Smart criteria, this goal is at least vague and fuzzy (what does more money mean?), Immeasurable (how much more? How much?), Unlimited in time (when? By what date?). With this formulation, the probability of achieving the goal is extremely low. Or the result will be completely unsatisfactory: after all, getting more by one ruble is also "getting more money."

The Clear and Pure models are used in a similar way, but their criteria are naturally different from the Smart model. While these models are much less well-known and less popular than the Smart, they are just as effective.

According to the model C.L.E. A.R the goal should be:

• Introducing the challenge.
• Legal.
• Eco-friendly.
• Acceptable.
• Formulated in writing.

Accordingly, according to the model P.U.R. E... the goal should be:

• Positive.
• Understandable.
• Relevant.
• Ethical.

All cases can be classified according to the criteria of urgency and importance. The key to success is learning how to separate the two and skillfully categorizing tasks into one of four categories:

• Important and urgent.
• Important but not urgent.
• Not important, but urgent.
• Not important or urgent.

Do all tasks A first, then tasks B, then task C, and never do task D.

An experience: I did the following: every problem that I decided to do was recorded in a column with problems. In addition, for each task, a value was set in the field of importance from 1 to 3.3 - very important tasks that move me towards achieving my goals. Tasks with priority 2 are tasks with normal importance, additional work on the project, training, reading articles on testing and automation. Importance 1 you got unimportant tasks that have a dubious effect, after a week you won't even remember whether you did it or not.

When the number in the "Importance" column was filled in, I selected a value between 1 and 3 in the "Urgency" column for the task. 3 received urgent tasks that had to be completed during the day, or "by yesterday". 2 - a task for a period of more than one day. 1 received tasks without a specific deadline or with a period of a week or more.

Further, according to the formula (P = (I-1) * 3 + U, where P - priority, priority, I - importance, importance, U - urgency, urgency), the priority of the task was calculated (automatically) in such a way that the most important tasks, urgency prioritized tasks of equal importance. Thus, each task got a priority from 1 to 9. Sorting tasks in descending order of priority gave me a clear hint for what task to do now (from 9 to 1). When completed, the task was marked done, which helped me focus on the next task.

Goal setting methods

• Track your progress. It is important to analyze your progress. This will help determine the pace of implementation of your plan, the balance of achieved and not achieved results. It is impossible to keep everything in memory, therefore, by writing down all the details, you will not forget anything and systematize the information.
• Seek support. Don't go it alone. Staying with your problems one-on-one, you are only wasting time to achieve your cherished goal. Consider where you can get help. In fact, it can be obtained everywhere - at the forum, at work, in the family, among friends and acquaintances, there can always be a person who can help you. In addition, you can find like-minded people: one head is good, but two are better.

Methods of goal setting from the head

One of the most important tasks of a leader- to ensure the setting of general goals and private goals for each employee. There are three main ways of solving goal-setting problems.

• The leader himself determines the general goal for the entire team and private goals for subordinates, and then issues individual tasks.
• The leader determines the general and specific goals on his own, then organizes their discussion and, based on the results of the discussion, independently adjusts the goals, formulates and issues tasks.
• The leader develops a draft of a common goal. Together with the staff, he discusses and corrects it. Based on his suggestions, employees develop goals for themselves, and the manager discusses his suggestions with everyone. Only after that, he discusses with everyone all the particular goals and approves them.

The way in which the performer is involved in setting goals, assigning work, and how he receives various tasks directly affects his motivation. The belonging of the first method to the authoritarian style of leadership is quite obvious. The leader can limit himself to the fact that the common goal is known to him alone, and all the others work on assignments. But he cannot hope that his subordinates will strive for high results.

The leader, acting according to the second scenario, does something to better motivate his subordinates: the common goal is known to everyone who will work on it, everyone is given a task that is understood and accepted. These moments are very significant from the point of view of motivation. With this method of setting goals, the leader maintains the necessary minimum, at which, in general, one can count on some kind of interest from subordinates in the work.

The third way of setting goals creates the best conditions for motivation. It is time consuming, requires the manager to be able to brainstorm decisions, and takes a relatively long time. When setting large goals, he is indispensable, as he is able to provide the highest motivation for subordinates. In the course of such joint development and adjustment, any employee is able to more adequately assess all the points that are important for assessing the attainability of the result.

So, the correct goal setting procedure requires the manager to:

• Determine general and specific goals specifically, that is, so that you can check whether the goal has been achieved or not;
• Provide the completeness of private goals necessary to achieve the general;
• Ensure understanding of tasks by performers;
• To achieve the acceptance of tasks by the performers, that is, the readiness to fulfill them;
• Highlight connections (internal and external) that need to be monitored and coordinated;
• Define private goals so that the overall result is as close to possible in terms of its usefulness.

It is the connection between private (individual) and general goals fixed in the course of goal-setting that can be considered the main motivating condition. For this, the very procedure for setting goals must be implemented as a procedure for joint work.

If the manager wants the goals to be not only understood by all employees, but also accepted by them as their own, and would have a motivating force, you must adhere to the following rules:

• Performers should be involved in goal setting.
• Goals that are too distant should not be set. The closer the goal is, the more it mobilizes.
• Setting the lungs to achieve goals is not mobilizing, but discouraging.
• A person is more active and makes more efforts to achieve the goals that he sets for himself. It is necessary to give subordinates the opportunity to formulate their own goals, but be sure to discuss them with them.
• It is impossible to allow vague goal setting, since they are uncontrollable.
• The collection of private goals should make up a common goal.
• If the performer doubts that he can complete the assigned task on time, you should not resort to the order, it is necessary to understand the source of the difficulty.
• When discussing private goals, it is imperative to agree on all connections, that is, to fix: from whom and what each performer expects to do his job. The leader must control and coordinate these connections.

Control- a necessary function, but most often it causes unpleasant sensations in those who are controlled. Like the way you set your goals, the way you control it can vary depending on the leadership style you are pursuing.

If the manager has reason not to trust the qualifications or responsibility of one of the performers, he can tightly control him. If he deals with a qualified and responsible employee, then strict control will only harm.

Control options

• The leader controls the work of subordinates, doing it always unexpectedly for them. Subordinates know that at any time their work can become an object of control. He does not discuss with subordinates how they will eliminate the discovered deficiencies, believing that this is their problem. It only determines the time for which everything should be brought back to normal.
• The leader rarely supervises the current work of subordinates, especially those who, in his opinion, are doing well in their duties. When some shortcomings are unexpectedly discovered, he considers them random and is not inclined to apply sanctions to subordinates, but confines himself to asking them not to make similar mistakes in the future.
• The manager regularly monitors the work of subordinates. At the same time, they are informed in advance about the upcoming control and are invited to prepare for it. The leader is equally interested in successes and difficulties. Mistakes are not considered offense. After getting acquainted with the work of the subordinate, the manager necessarily discusses with him what and how to do in order to eliminate the revealed shortcomings and difficulties.

The first method can act as an anti-motivator, as it creates in the subordinate the impression of mistrust on the part of the leader, lowers his self-esteem of abilities. This method can only be applied to those employees whom the manager has reason to distrust.

The second method does not even provide the necessary control component - feedback.

The third control option is the most rational.

Control can and should solve other problems, namely:

• Emphasize an attentive, trusting and respectful attitude towards the employee, thereby increasing his self-esteem;
• Create a positive emotional mood in the subordinate and get away from unwanted emotional stress in communication - resentment, irritation, etc.;
• To achieve from the subordinate a positive attitude towards critical remarks, understanding and acceptance of criticism, readiness to correct shortcomings;
• Get comments from the employee about the organization and working conditions;
• Determine together with the subordinate what, when and how to fix and whether he needs help.

In general, to make control more effective, you should follow a number of simple rules that have been tested in practice by many leaders and brought them success:

• Monitoring should be regular and not unexpected. It should not be limited to isolated incidents.
• There is no need to strive to control everything, it is better to focus on the most important points.
• Don't use hidden controls. In addition to resentment, annoyance and tension in relationships, he brings nothing.
• While controlling, one must try to identify not only shortcomings, but also successes.
• There should be no uncontrolled work areas.
• The results of the control must be communicated to the subordinate. The negative results of control are fruitless if they are not immediately discussed and solutions are not found.
• The follow-up conversation should be constructive.
• It is important that the subordinate really (and not formally) draws appropriate conclusions for himself.
• Control is a necessary function, but most often it causes unpleasant sensations in those who are controlled. Like the way you set your goals, the way you control it can vary depending on the leadership style you are pursuing.

Aspects Relating to the Professional Goals of the Manager

Discuss goals with subordinates. The goal, in the setting of which the employee takes part personally, becomes, in a sense, his personal goal, and therefore the motive. The more subordinates have the opportunity to participate in the selection and setting of goals, the less time and effort it will take to convince them in the future! Goals dictated from above are bad goals, if only because they are "strangers", and each person is interested in his own. Involving employees in setting goals creates a sense of involvement in the affairs of the company, the importance of which is difficult to overestimate, not to mention saving the time and effort of the leader.

When working out goals, the following circumstance should be taken into account: short-term goals contribute much more to internal mobilization than long-term ones. Think for yourself: it is one thing when there are two weeks before the exam, and another thing when there is only one night before it. Therefore, experts recommend breaking short-term goals into intermediate ones (for example, annual, quarterly, monthly, and even weekly).

You shouldn't set too many goals. Whoever undertakes everything, more often does not do anything. The volume of work should be commensurate with the capabilities of the team and your own. It is better to concentrate on a few goals: in this sense, a tit in the hands is preferable to a crane in the sky. Continuing this analogy, I would like to note that in management a few tits in the hands after a while turn into a crane.

"Step-by-step method of goal setting" developed by M. Woodcock and D. Francis. For setting both personal and professional goals. Step one - clarifying the details: analyzing the current situation and answering the question of what you would like to achieve. This requires imagination and a certain freedom from unreasonable restrictions, which are currently taken for granted by you. Courage in Goal Setting should not, of course, border on recklessness and a loss of a sense of reality.

Step two- finding out the possibilities. First, due to personal characteristics, under the influence of emotions, the leader sometimes may not perform some actions that are appropriate in a given situation. An extreme version of this is expressed by the phrase: "I have (had) no other choice"... It means that leaders do not see or are unable to see all the opportunities available. In order not to go to extremes, you just need to know that the opinion "I had no other choice" never corresponds to reality. Secondly, if the leader has identified all the real possibilities for achieving the goals, it may turn out that some of them contradict his own values ​​or cause excessive difficulties for the people around him. In this case, you will have to decide how acceptable these possibilities are, but in theory they should not be discounted. The first thing to do to identify opportunities is to find (set) as many of them as possible, whether you like them or not, whether they are ethical or not. A certain number of possibilities can (and should) be excluded, but it is psychologically correct to do this after all possible actions have been identified. The first step ends with the creation of a list of opportunities to achieve the set goal.

Step three- deciding what you need. To complete this step, it is recommended that you answer three questions: Which of your personal values ​​are most important to you? What risk are you willing (and able) to take? How will your decisions affect those around you?

Step four- choice. In fact, this means that you decide to direct your efforts in one (or more) possible directions, abandoning others. Of course, there are no methods for making a choice from the available possibilities accurately. When choosing the most attractive and promising course of action, you cannot be sure that it is. At the same time, some purely psychological aspects should be taken into account: doubts in the selection process are quite acceptable. But if you have made a choice, then act. An intelligent person doubts before he makes a decision, an unwise person after.

Step five- clarification of the goal. A goal formulated vaguely, vaguely, most often remains a good wish. And, as you know, the road to hell is paved with good wishes. Often, in order to achieve one goal, a number of different actions are required, and therefore a situation arises when the desired final goal is lost and the person "plunges" into routine. Mapping logical connections between general objectives and specific objectives helps to avoid additional and unnecessary effort.

Step six- the establishment of temporary boundaries. Strict time limits must be set for each task (strategic and tactical).

Step seven- control of achievements. In order to keep track of your achievements, it is recommended to take some measure of success as a basis. Objective criteria (gauges) are necessary, even if they require a rigid order. If they are, the person receives some psychological benefits: there is a feedback with work efficiency; on the way to the goal, a feeling of satisfaction arises, and success inspires; in case of failure, an opportunity is created to rethink the chosen strategy and plan new actions.

Ask yourself which of the steps you most often miss or do poorly, and you will have a basis for reviewing and developing your management skills.

Goal Setting Model in NLP is based on the idea of ​​a motivating result (a well-formulated goal). Unlike many psychological trends that analyze the causes of failure, NLP asks: "What do you want?"

Conditions of a well-formulated goal:

• The goal is formulated positively.
• The target is under your control.
• The goal is testable in sensory experience.
• The goal is sustainable and retains the original positive side effects.
• The goal is in the right context.
• The goal depends on access to resources.
• Possible obstacles.
• You know the first steps to achieve your goal.

Steps:

• The goal should be formulated positively. This is a very important point. The goal should determine not what is stopping you in life, not what you do not want or what you want to get rid of. The goal should define what you want to get, what you want to have, who you want to become, what you want to achieve.
• The target should be under your personal control. If a goal is beyond your control and its achievement does not depend on you or not only on you, then the probability of its achievement is sharply reduced. Achieving the goal should only depend on you. If this is not the case, then the goal should be revised or redefined.
• The goal must be presented through the senses. If you can clearly imagine that you will feel, that you will see and hear when your goal is achieved, then the likelihood of its successful achievement is very high. If this causes difficulties for you, then the goal, most likely, needs to be revised or corrected. The concreteness of your ideas is also important here: what exactly do you see, hear and feel? Where exactly? How much? How much exactly? Such refinements will allow you to make the picture of achieving the goal more realistic, and the goal itself attainable.
• The goal must be in a specific context. That is, you should indicate: when, where, with whom you want to achieve this goal. The more specific and detailed, the better. Imagine that the goal has already been achieved. Where will this happen? When will this happen? Who will surround you? What will surround you? In the process of such concretization, you can discover a lot of new things for yourself and, possibly, make significant changes, both in the goal itself and in plans for achieving it.
• The goal must be sustainable. That is, the goal must retain all the advantages of the present position. When building something new, it is advisable not to destroy what is valuable and important that already exists. Achieving the goal should not result in significant losses in other areas of life or harm you or someone. For example, a serious business goal may require prohibitive time resources from you, which in turn can lead to a dramatic deterioration in your personal life and negatively affect the lives of those close to you. It suits you? If not, then you need to make the necessary adjustments to your goal.
• The target must be sized appropriately. It is wise to split this target into several smaller targets. And those, in turn, can also be broken down and eventually come to the size of goals with which you are most comfortable and comfortable to work with.
• The goal should include obstacles that may arise in the way of achieving it. That is, you need to foresee at the very beginning what internal and external obstacles you may encounter on the way to your goal. For example, if you have had your goal for a long time, then what prevented you from starting to achieve it earlier? What are your personal qualities and qualities that might hinder you in achieving your goal? What obstacles might come your way? Who or what can stop you? Think about it. Of course, at the very beginning it is unlikely to foresee absolutely all the obstacles that you may encounter in achieving your goal, but many of them can be foreseen. So, you can prepare for them.
• The goal should describe the resources needed to achieve it. Resources are all you need to achieve your goal. Think about what resources you need? What resources do you already have? What resources do you need to find? And where can you find them? How can you do this?
• The goal should describe the first concrete steps to achieve it. Plan these steps right after you've formalized your goal. What will you do to achieve your goal in the first place? What can you do today? Maybe you can do something right now? It is very important to back up your goal setting with the first steps to achieve it. These should be very concrete and tangible steps.

By working well on your goal at the beginning, you will minimize the difficulties and obstacles that may arise in your way of achieving it, and make it much easier for yourself to achieve your goal. Good luck in setting and achieving your goals!

Avoiding problems

"What do you want to stop or avoid?"- I do not like insecurity, laziness, inability to take responsibility for myself and what is too important for me, how other people evaluate me.

• The opposite of the problem:

"What is the opposite of a problem state?" Determine what is the opposite of the stated problem (s). I would like to be confident in myself, collected, able to take responsibility for my own actions, taking into account the opinions of others, but more focused on my own assessment.

• Who has already done this:

"Who is already able to achieve the desired state similar to yours?" Find people who already have the qualities you want. In my opinion, these qualities are possessed by Ivan Stepanich, Rabindranath Tagore and Tarzan.

• Using logic:

Use logical thinking and determine what qualities should be present in the desired state. I would also like to have such qualities as great efficiency, a little arrogance, the ability to learn quickly and quickly switch from one activity to another. I would like for me to be confident that I can achieve my goals and consider myself competent enough to make responsible decisions.

• Extension:

"What qualities related to your desired state do you already have, and which ones would you like to do more?" Determine what you already have and what you need to add. I already have attention to other people and the ability to achieve my goal. But I would like to have more self-confidence and just a sense of confidence in difficult situations.

• "As if":

"If you already had the desired state fully obtained, what would you do or what else would you do?" What will you do after you achieve what you want? What are your plans? After I reach this goal, I would like to start developing in myself such qualities as professionalism and consistency.

Effective ways to set goals

• Only certainty. No general wording. Formulations such as "I will do fitness" or "eat more fruit" are not entirely appropriate. It is very important to use measurable concepts - what day you are going to enroll, how many times a week you will practice, what rate of fruits you eat you set for yourself. Avoid the words "always" or "never". These words often force us to quit what we started.
• Make a plan. Don't wait until "someday". Formulating what you need is really just the first step. Now you need to determine what you need to achieve the goal itself, whose help you will need.
• Write down and set a deadline. Without deadlines, your goals will remain your desires. Deadlines force action and action. It's not a bad thing to periodically visualize your goal. Visualization brings the realization of the goal closer, as it identifies it in consciousness with something very real and obligatory.
• Prepare for failure. There are no perfectly ideal paths to a goal. Successful people understand this and are always willing to take risks. They are not afraid of failure and failure because they know that the law of failure is one of the powerful laws of success. Failure must be learned to be philosophical. Think of them as stages of your growth, as an obstacle to be overcome, but in case of a mistake or failure, you should not give up on your dream.
• Track your progress. It is important to analyze your progress. This will help determine the pace of implementation of your plan, the balance of achieved and not achieved results. It is impossible to keep everything in memory, therefore, by writing down all the details, you will not forget anything and organize the information.
• Seek support. Don't go it alone. Staying with your problems one-on-one, you are only wasting time to achieve your cherished goal. Consider where you can get help. In fact, it can be obtained everywhere - at the forum, at work, in the family, among friends and acquaintances, there can always be a person who can help you. In addition, you can find like-minded people: one head is good, but two are better.

Algorithmized questionnaire for drawing up a strategic plan

In order to draw up a strategic plan, you need to thoroughly and consistently answer a number of questions:

• Why and why am I (we) doing this?
• What do I (we) want to achieve ultimately? Whose interests do I (we) touch upon? Who (what) will the final result affect?
• What are the conditions (what? Who? How?) That affect the process of achieving the goal? What are the obstacles? What are the possibilities?
• What do I (we) do well (what are the abilities) and what do I (we) do badly (what are the weaknesses)?
• What should I (we) do immediately, first of all?
• What should I (we) do in perspective?
• What components of the goal are the most urgent, important, promising, profitable?
• Which points of the plan will directly help to achieve the goal, and which are secondary in terms of the final result?
• What specific actions can minimize negative influences and consequences, and which enhance the positive? Who is specifically responsible for each action? When, where and how should these actions be performed? What (what resources) is needed for this?
• Are there components of the goal that are not known to be achievable? Do you need to set new goals? Wouldn't the new action plan be more realistic and focused?

Life planning method

Think and describe your views by category:

• Individual goals:
  • Style, lifestyle, desired image;
  • Spiritual, religious or philosophical position;
  • Economic activity;
  • Self-education;
  • Decisions regarding the main job;
  • Physical activity level;
  • Free time, hobbies, rest.
• Interpersonal goals:
  • A family;
  • Friends;
  • Personal life;
  • Groups, collectives;
  • The degree of one's own leadership.
• Long term goals:
  • Selected goals that I would like to achieve in 10, 20, 30 years;
  • What is available now will be remembered with pleasure in 10, 20, 30 years;
  • The most important of the most important are the goals that determine the meaning of your life.

Psychological method

• Make a list of what you dream of, who and what you want to become, where to live, what to do, what to have. Concentrate. Do not limit your imagination, shorten words. Draw it if you want.
• Look at this list and determine which future we are talking about: the near or distant. In the first case - think out the perspective, in the second - write down the near future.
• From everything that you have written, select the four most important goals for this year, answer the question why they are the most important.
• Test the list of four main goals against the rules for planning goals. Correct if something is wrong.
• Now determine the resources needed to achieve these goals: those that are and those that need to be attracted (resources - whatever is needed).
• Think of a few times when you felt you were successful and what resources you used most effectively then.
• Write at least one page answering the question, "What kind of person should I be to achieve these goals?"
• Now write about what prevents you from reaching these goals now.
• Draft a detailed plan for achieving these goals. Start at the end (result) and end at the beginning (first step).
• Write down the names of several people who have already achieved what you want to achieve. What helped them? Imagine each of them giving some advice - write these tips down.
• Describe or draw a picture of one of your ideal days.
• Describe your ideal environment (place, setting, people, etc.).
• Review these records periodically, make changes if you feel the need for this.

The method of the five main areas of life:

• Personal.
• Professional.
• Social (environment, friends, social status).
• Spiritual (inner state, faith, culture).
• Sphere of health.

In each area, set a goal for yourself. In this case, the goal is what (or what exactly) I want. And this "What (or what)" should have a vivid image - the brighter, the better.

Draw an arrow and work through the steps: "what can I do for what I want?" and write these steps in this picture. Remember this drawing and look at it every day. The thing is that a new day is coming and you understand that you now have one more opportunity - and you need to write it down. Make all five drawings for each area, compare them and be surprised. I have not yet seen another reaction in people with this. This is a work for many days. After which there is also a periodic adjustment.

Goal setting technique

For this technique we will need a piece of paper and a pen again. The technique is performed for several days for 15-30 minutes every day.

• Day 1. On a piece of paper, write everything that you would like to achieve in your life. At least 50 things or concepts and a maximum of at least 1000. Re-read and mind your own business.
• Day 2. Exactly one day later, return to the sheet and cross out half of it. Less significant.
• Day 3 and beyond. In a day, return to the piece of paper and cross out another half, which seems less significant.
• Day N. This is the last day on which you leave 5-10 concepts or things on the list. These will be the most important and valuable goals in your life.

Summary

• Any activity is purposeful.
• The source of the goal is need. When the need is not satisfied, a desire appears, the absence of an obvious way to achieve which gives rise to a problem, and then a goal appears as something that will solve the problem.
• The choice of the goal is purely subjective. If a goal is set or has a goal, then there is always a subject of goal-setting, whose point of view is reflected in it. The subjectivity of the goal is expressed, on the one hand, by the knowledge and understanding of the reality of the one who sets the goal, and on the other, the goal is aimed at satisfying his specific vital need.
• It is necessary to distinguish between goals from the standpoint of the subject and the object. The goal from the perspective of the subject determines the goal of analysis, description, design (creation or reorganization) and management. The goal from the point of view of the object determines the goal of its functioning (existence), which can be laid down during its creation or formed within it.
• The goal can be specific or vague. In the latter case, it is necessary to introduce criteria for assessing the degree of goal achievement.
• Goal-setting is faced with a number of problems associated with objective and subjective constraints, changes in goals over time, ambiguity in goal-setting, the dangers of replacing goals with means and mixing goals, etc.
• Before formulating the final goal, it is necessary to conduct research on the problem being solved. In particular, it is necessary to expand the problem to a problematics: to identify and consider the problems that are essentially related to the investigated one, without taking into account which it cannot be solved.
• Well-formulated goals should be specific, measurable, achievable, agreed upon, acceptable and flexible.
• Trees of goals and problems provide essential help in goal-setting. When reorganizing or automating an object, it is possible to recommend building the following chain of "trees": a "tree" of goals (desires) of an object, a "tree" of problems of an object, a "tree" of goals of a subject. The last tree looks at possible problem-solving strategies.