1. Setting Goals
Welcome to
chapter one
„setting
goals“

2. Setting Goals
This chapter will
help you determine
how to best set
your goals

3. Setting Goals
How should
I set my
goals?

4. Setting Goals
I am going to tell
you how to best
set your goals!
First we have a
look at our
learning
objectives.

5. Learning Objectives
 Know why you should set goals for yourself
 Get to know the different temporal horizons of goal-setting
 Know how to reach your goals with the SMART-method

6. Setting Goals
Please write down
at least three of
your work related
goals on the
attached work sheet
1. !

7. Setting Goals
Why should
you set goals
for yourself?

8. Why Should You Set Goals For Yourself?
Goals...
… determine the direction of your actions

9. Why Should You Set Goals For Yourself?
Goals...
… determine the direction of your actions
… helps you to stay on top of things

10. Why Should You Set Goals For Yourself?
Goals...
… determine the direction of your actions
… helps you stay on top of things
… helps you focus on the important things

11. Why Should You Set Goals For Yourself?
Goals...
… determine the direction of your actions
… helps you stay on top of things
… helps you focus on the important things
… answer the question “Why do I do what I do?”

12. Why Should You Set Goals For Yourself?
Goals...
… determine the direction of your actions
… helps you stay on top of things
… helps you focus on the important things
… answer the question “Why do I do what I do?”
… serve to monitor success

13. Why Should You Set Goals For Yourself?
GOALS …
are therefore
motivating!!

14. Why Should You Set Goals For Yourself?
I see !

15. Why Should You Set Goals For Yourself?
If you set goals
for yourself you
also need to
consider the
temporal
horizon

16. Setting Goals...based on temporal horizon
You differentiate…
 Long – Term Goals
 Medium – Term Goals
 Short – Term Goals

17. Setting Goals...based on temporal horizon
You differentiate  Includes, for example, your
professional career and the career
thereafter
 Continues throughout numerous years
 Long – Term Goals  Are visionary but realistic
 Medium – Term Goals
 Short – Term Goals

18. Setting Goals...based on temporal horizon
You differentiate  e.g. operative goals that are specific
for a department of a large
corporation (yearly and/or quarterly
goals)
 Long – Term Goals
 Medium – Term Goals
 Short – Term Goals

19. Setting Goals...based on temporal horizon
 Are related to short-term and
You differentiate
reasonable time periods. For the
management of the company it is often
common practice to use the fiscal year.
However, it could also be extremely
 Long – Term Goals
short – term goals and/or seasonal goals
such as the completion of a project.
 Medium – Term Goals
 Short – Term Goals

20. Setting Goals...based on temporal horizon
 Are related to short-term and
You differentiate
reasonable time periods. For the
management of the company it is often
common practice to use the fiscal year.
However, it could also be extremely
 Long – Term Goals
short – term goals and/or seasonal goals
such as the completion of a project.
 Medium – Term Goals Please structure the
written down goals
on your work sheet
1.1 based on the
 Short – Term Goals three different
temporal horizons!

21. Setting Goals...based on temporal horizon
Did you structure your three
goals based on the framework of
three temporal horizons?
•Long – Term
•Medium – Term
•Short - Term
Did you write down at least one
goal for each temporal horizon
on work sheet 1.1?
…if you did we will now continue
on to the SMART-formula!

22. Setting Goals – The SMART-Formula
 In project management you usually have the ultimate project goal as
well as intermediate goals (milestones)
 Respectively there are big goals and smaller goals, as well as
intermediate goals in your professional career
 Often times we do not reach our goals because our goals are not clearly
defined, we expect too much, or we do not come up with intermediate
goals

23. Setting Goals – The SMART-Formula
Goals
should be
SMART!

24. Setting Goals – The SMART-Formula
What do
you mean
with
SMART?

25. Setting Goals – The SMART-Formula
 Often times management set very vague goals such as: „we
have to improve customer satisfaction, increase profitability,
and improve productivity and efficiency.“
 With the implementation of „SMART“, goals turn into clear
messages that can be measured, reviewed, and monitored
which we will see in the next example...

26. Setting Goals – The SMART-Formula
 Ultimate- and intermediate goals have to be S.M.A.R.T.:
 Specific: Goals have to be communicated in a clear way
 Measurable: Goals have to be measurable
 Ambitious: The input has to be equal to the output/result
(get out of it what you put into it)
 Realistic: Goals have to be obtainable
 Terminated: Every goals has to be set to a specific date

27. Setting Goals – The SMART-Formula - Example
 For example, you set the followig goal: „ The goals is to
increase the revenues of product X/Y by 10 percent until
June 30th.“
 This goal is specific, it is also measurable!
 The goal also has to be realistic, therefore, the 10 percent
should be obtainable by the employee. Due to the fact that
management communicates the 30th of June as a due date for
the goal it is also terminated to a specific day.

28. Setting Goals – The SMART-Formula
Please formulate
your professional
career goals as
SMART and write
them down on the
work sheet 1.2!
As a reminder:
 Specific
 Measurable
 Ambitious
 Realistic
 Terminated

29. Setting Goals in a SMART Way
Specific
Measurable
Ambitious
Realistic
Terminated