Setting goals whether for oneself or a team a leader is in charge of definitively involves a stringent process of pointing out and setting aside the objectives he or she wants to meet or jointly meet as a team. After identifying the relevant goals to be achieved, it is prudent for the professional to develop an overall picture which is fundamental in visualizing how the future, say, the next ten years would be. Other than the general or compounded objectives, setting specific goals is a fundamental way for the professional to ensure himself or each member of the team is playing a part in meeting the overall goals. Setting an objective timeline is yet a fundamental accountability technique of ensuring the objectives are achieved. For instance, if the professional looks to further his or her education in a stride to polish his career, he or she would undertake a course for a particular skill set or knowledge for a given time as part of his goals. These small objectives could bear a timeline of a week, a month, or three months essential for meeting the overall long-term goals of five or ten years, (Mind Tools Team, 2018).
In achieving the set goals, it is pivotal for the leader to ensure that the most important aspects such as the timelines are met, and distractions, as well as the irrelevant aspects, are avoided. Reviewing the professional goals as well as the core values and adjusting them accordingly after a given period is a cardinal focus area as well as a coherent action plan for ensuring that the leader is on track. Perhaps the most fundamental aspect of all according to Berkeley University of California (2018) is expelling pragmatic pessimistic thoughts while keeping an open mind about the future regardless of the current stressors. However, to stay accountable to the set goals, it is crucial for the professional or leader to have a peer or a mentor to keep one on track and hold him or her responsible for meeting the set objectives through constant feedback, (Fuhrmann et al., 2013).
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Ultimately, having tools for tracking performance and achievement is a predominant factor for any professional. One of the tools is writing or noting down the progress made in achieving the laid-out goals. Also, evaluation of the success or progress of goal-achievement can as well serve as a crucial performance tracking tool. However, perhaps the most comprehensive tool is the SMART principle.
S-Specific; which ensures the goals are focused and not ambiguous.
M-Measurable; this concept seeks to determine whether the goals achieved can easily be determined by a third party or not.
A-Action-Oriented; helps identify whether the professional set an inherent plan of action.
R-Realistic; this part ensures the goals set by the professional are attainable based on the complexity and timeline.
T-Time-bound; linked to the previous tenet, the goals should be parallel to a specific timeframe tethered to the vision of the goal ensuring an optimal outcome, (UHR Employee Development, 2018).
References
Berkeley University of California. (2018). Goal-Setting: Developing a Vision & Goals for Your Career Plan. Retrieved from https://hr.berkeley.edu/development/career-development/goal-setting/career-plan-vision
Fuhrmann, C.N., Hobin, J.A., Clifford, P.S., & Lindstaedt, B. (2013). Goal-Setting Strategies for Scientific and Career Success. Science. Retrieved from http://www.sciencemag.org/careers/2013/12/goal-setting-strategies-scientific-and-career-success
Mind Tools Team. (20180. Personal Goal Setting: Planning to Live Your Life Your Way. Mind Tools. Retrieved from https://www.mindtools.com/page6.html
UHR Employee Development. (2018). Writing S.M.A.R.T. Goals. Retrieved from https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=7&cad=rja&uact=8&ved=0ahUKEwjV_PLfktLYAhUBMhQKHWABDqgQFghMMAY&url=http%3A%2F%2Fwww.hr.virginia.edu%2Fuploads%2Fdocuments%2Fmedia%2FWriting_SMART_Goals.pdf&usg=AOvVaw3fPIjAMiOu_hbYZEOaxNZQ
