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GOAL SETTING THEORY OF MOTIVATION AND SMART GOALS
- 1. GOAL SETTING Ahava holistic Psychological wellness center
- 2. GOAL SETTING • In 1960’s, Edwin Locke put forward the Goal-setting theory of motivation. • This theory states that specific and challenging goals along with appropriate feedback contribute to higher and better task performance.
- 3. Why should we set goals • To make progress from continues failures • To avoid mistakes • To maintain effective time schedule • To conclude ,precise the aim • People without goals are not as successful as they hope to be
- 4. Edwin Locke’s goal-setting theory • Clarity: goals need to be specific • Challenging: goals must be difficult yet attainable • Feedback must be provided on goal attainment • Task complexity
- 5. Why goals are important • Goal setting tends to increase our motivation and result in greater performance outcomes • Goal keeps you focus on what's important • Goals force you to reach your desire. • Goals encourage you to gain knowledge and force to improve the skills • Goals help you to understand your strengths and weaknesses
- 6. How to utilize goal setting theory effectively • Clarity. • Challenge. • Commitment. • Feedback. • Task complexity.
- 7. Clarity • Once you've set your goal, examine whether it is specific , good , clear or not . • use SMART goals • Do you think the challenges which you designed motivate you? • If you don't feel strongly about the goal, you might need to clarify it or change it entirely.
- 8. Challenge • Use scenario planning . • Understand the difference between pressure and stress • Pressure stimulate us in a beneficial way like motivated, engaged, and excited about doing our best. • stress happens when people feel out of control, and it's a wholly negative thing.
- 9. commitment • Accept your present changes of goal setting and be committed to it. • Find the determinants that shape your goal-setting and goal completion process. • consider and modify the social dimension which accompanies goal-setting • Visualize your achievement when you deviate
- 10. Feedback • Feedback simply measuring your own progress. • Analyze that what has and hasn't worked, and make adjustments along the way. • Create a timetable to schedule regular feedback
- 11. Task complexity • Improve your skills to accomplish the goal • When goals or assignments are highly complex Program yourself to fight with positive mind . • Reassess or modify your goals if necessary. • Break large, complex goals down into smaller sub-goals.
- 12. Smart • SMART is an acronym that stands for Specific, Measurable, Achievable, Realistic, and Timely. • SMART goal is used to help guide goal setting.
- 13. Specific • Establishing or evaluating the goal. • Goals should be Well defined, clear, and unambiguous • What would you like to be at the end of pursuing your goal
- 14. “W” questions to make goal specific • Who: Who is involved in this goal? • What: What do I want to accomplish? • Where: Where is this goal to be achieved? • When: When do I want to achieve this goal? • Why: Why do I want to achieve this goal?
- 15. Measurable • Its good to quantify our goals • We need to be able to see progress over time • compare your self before and after goal setting. • use charts to measure your progress toward the accomplishment of the goal.
- 16. Achievable • Attainable and not impossible to achieve. • you must feel like they are in line with your value system • Motivate yourself that your goal is achievable and follow your plan .
- 17. Realistic • Within reach, realistic, practical and relevant • You need to create goals you can accomplish at your stage in life.
- 18. Time-based • Fix Specific date and/ or time to complete the task, including a starting date and a target date. • Deadlines improve the urge towards the accomplishment
- 19. Reasons to fail the Goal • Vague goals failed to increase motivation • Very difficult and complex goals stimulate riskier behaviour. • If the goal is not time-constrained, there will be no sense of urgency and, therefore, less motivation to achieve the goal. • If you lacks skills and competencies to perform actions essential for goal, then the goal-setting can fail and lead to undermining of performance.
- 20. You cant go back and change the beginning but you can start where you are and change the ending. C.S.Lewis
- 21. THANK YOU • Goals will help us to chase our dreams and see them come true