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How to Set Powerful Goals

Richard Davies shares his improved version of SMART goal setting which he calls R.O-B SMART. The R stands for Relevance and the O-B stands for Outcome-Based. This formula is based on over 25 years of corporate experience of setting goals and managing global teams. Richard is the founder of GPSgoatrak - www.gpsgoaltrak.com

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How to Set Powerful Goals

  1. 1. A Framework for writing Powerful Goals Richard Davies Richard.davies@gpsgoaltrak.com +44 (0) 113 451 0111 www.gpsgoaltrak.com R.O-B SMART Goals
  2. 2. A Achievable. Do you have the support and resources to accomplish your objective?
  3. 3. Relevant Goals • Check: is the goal actually relevant to your job? • Am I the right person to reach this goal? • When you achieve this goal, will it be a step towards hitting an important target or KPI for which you are responsible? • Is your goal aligned with your company’s overall strategy? • Relevance is one area where it’s easy to make assumptions and end up making mistakes. If you are not sure how you goal aligns with your company strategy – ask a colleague / your line manager • Confident that your goal is relevant? Check: is it relevant now or should I tackle this at a different time ?
  4. 4. Outcome-Based Goals • What will be the specific results or outcomes from achieving your goal? • What benefits do you expect to create from achieving this goal? • What are the potential consequences or costs of not achieving this goal? When writing your goal, spell out the results you need to achieve, not just the process of what you are going to do in order to achieve your goal. For example: • Good example ’Make sure everyone is engaged and keen to implement the new sales process by 1st September’ in order to drive sales growth by 20% in Q4 • Weak example ‘Raise profile of the new sales process’.
  5. 5. Specific Goals Beware. Avoid using general language when writing your goals. Sharpen your goals by asking yourself the following specific questions General Word Ask Specific Questions Improve What specific measurement will improve and by how much? Better How much better? By what measure ? More How much more? By what measure ? Less How much less? By what measure ? Feel How will you feel? Use the Scale of 1 to 10 e.g. 1 = Low Confidence and 10 = High Confidence Wish What will happen? By When ?
  6. 6. Measurable Goals If you can’t measure it, your goal is not yet well enough defined. You should be able to establish concrete criteria for measuring the success of your goal • How will you know when objective is accomplished? • What indicators will you look for to measure success? • What data will you use to measure your goal success? • A good check is to notice which of your five senses you will be using to measure your success. What will you be able to see, feel, hear, touch, smell that is a measurable difference? • Another way to define a measure for your goal is to ask yourself: 'Why am I doing this? Keep asking WHY until you can define a measure for what you need to achieve.
  7. 7. Achievable Goals Is your goal attainable? Given the resources available to you - your goal must be realistic and achievable. • Do you have sufficient support & resources to accomplish your objective? • How realistic is the goal, based on other constraints? • Do you currently have the necessary abilities & skills to achieve your goal? • What other types of resources do you need to attain your objectives (i.e., technology, space, equipment, etc . . .)? • Do you need to re-write your goal based on your answers to the above questions?
  8. 8. Realistic Goals • When you read your goal ask yourself - is the scope of the goal too big? • Have you broken it down into a chunk that you can achieve within the next week (or day)? • Have you made a realistic estimate of the time you’ll need to achieve the goal as it currently stands? • Are there obstacles or barriers that might prevent you from achieving your goal? • Do you need to re-write your goal based on your answers to the above questions?
  9. 9. Time Box Goals • Schedule Goal Appointments with yourself during which you focus on completing your goal • Treat the time as if it is an important meeting with a VIP customer. Protect this time and do not allow this to be cancelled. • Double check that you’ve allocated enough time. Add contingency – it’s a human bias to underestimate the time tasks require. • If it’s a difficult task, book time in the morning when you’ll have more willpower • Don’t set goal slots for longer than 90 mins. Keep fresh.
  10. 10. Richard Davies Richard.davies@gpsgoaltrak.com +44 (0) 113 451 0111 www.gpsgoaltrak.com