HOW DO YOU DEVELOP YOUR DREAM GOAL? GOAL SETTING PRINCIPLES
First allow yourself to fully imagine what you would like to
achieve. When you imagine your goal, try to imagine it as fully as possible. Allow yourself
to picture what it would be like when you achieve it. What does it look like? What are the
differences in your life? How will you feel? What will others see? In fact, write down
what you imagine. If your goal is to start a business, imagine opening the door to your
new business and looking around at what you see. If your goal is to perform well in a
tournament, imagine your performance fully, what your body feels like, what you notice
around you. Write these things down.
1) Realistic but challenging.
However, even though this is your "dream"
it needs to be within reason. For instance, it may be reasonable to lose weight and to feel
healthier, but is it reasonable to "look like a supermodel?" Unless you already have the
genetic makeup for it, you are setting yourself up for failure. Or, you might dream about
developing your own business, but to expect that you should be as successful as Bill Gates
within 10 years is unrealistic. Besides, from what I have read about Bill Gates, I don't
think that is the sort of goal he set for himself. He focused upon the more immediate goal
of developing a personal computer that was within the ability of most people to own. The
business and financial success came later.
At the same time you want to make the goal challenging. If the goal is too ridiculously
easy, it won't have any meaning for you. Beyond that, you may not even achieve too easy
of a goal because there is no point in it. We need some challenge for us to be motivated,
but the challenge can't overwhelm us, and thereby decrease ability to follow through. One
mistake people frequently make when setting goals is to set too many goals at one time
as a way of making the goal challenging. However, you want to be challenged by specific,
2) Performance goals rather than outcome goals.
The most achievable goals
are personal performance goals rather than outcome-oriented goals. A goal of winning a
competition, for instance, is an outcome goal. One problem with an outcome-oriented goal is
that we have less control over outcome than we do over performance. For instance, another
competitor may have an outstanding day or you might be suffering from a virus that diminishes
performance. In addition, sometimes there are outside factors that influence outcomes such as
umpires or audience behavior.
Performance-oriented goals allow us to evaluate ourselves independently of these other
factors. I know when I competed in martial arts, I had times when I thought I had just
done my best performance in kata competition yet I didn't win, and other times I won when
I thought it was a poorer performance. Therefore, I found I could maintain more consistency
by evaluating myself independently of the outcome based on specific goals I set for my
In the work setting, an outcome-oriented goal may be a goal of obtaining a promotion
or increased salary whereas a performance-oriented goal may focus on specific activities
to improve the work environment or productivity. The interesting thing about this type
of goal is a person may be more likely to achieve the desired outcome as well. For
instance, I once had a client who had not been promoted at work in years. He felt he
did a good job but he never focused on how he could improve upon his job or performance.
As we discussed the situation, he showed a great deal of insight into the problems at his
place of employment. We developed the goal of being assertive and communicating about the
problems he observed. Within weeks of a long discussion with his supervisor about his
observations, he was promoted to a supervisory position. READ MORE: page 3
GOAL SETTING PRINCIPLES
How Do You Develop Your Dream Goal?--page 2
How Do You Develop Specific Goals?--page 3
What Are Other Strategies for Goal Development?--page 4
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