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Setting Goals And Objectives Training
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Setting Goals And Objectives Training

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I created this presentation based on a similar presentation I found on SHRM’s website to teach an in-house seminar on goal setting. …

I created this presentation based on a similar presentation I found on SHRM’s website to teach an in-house seminar on goal setting.

Note: near the end of the presentation there appears to be a random slide of a Ford Pinto advertisement. I used it as a spring board into how the Ford Pinto story showcases goal setting gone bad. The story was completely oral, so…sorry, you had to be there.

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  • Great Post. I am also designing a training called 'Its Done' which focuses on how to set objectives. I must say many of my learning points are similar to these
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  • *Note to presenter: Ask “Is this a goal or an objective?” If a goal, ask what the related objective would be – if an objective, ask what the general goal might be
  • What cost $ 2000 in 1971 would cost $ 10519.39 in 2008
  • Transcript

    • 1. Setting Goals & Objectives
    • 2. Introduction
      • Somewhere there is a map of how it can be done.
      • Ben Stein
      • Welcome to Somewhere.
    • 3. Objectives
      • At the close of this session, you will be able to:
      • Recognize the difference between goals and objectives
      • Understand the importance of setting goals and objectives
      • Understand how to apply SMART to goals and objectives
      • Recognize the dangers of goals that lose sight of the “bigger picture”
    • 4. Goals vs. Objectives
      • Goals
      • General
      • Intangible
      • Broad
      • Abstract
      • Strategic
      • Objectives
      • Specific
      • Measurable
      • Narrow
      • Concrete
      • Tactical
      Although the terms “goals” and “objectives” are often used interchangeably, there is a difference between them:
    • 5. Quiz – Goals vs. Objectives
      • Which of these are goals and which are objectives?
      • Increase profitability
      • Provide short-term disability insurance to employees by mid-year
      • Improve community relations
      • Improve employee computer skills
    • 6. Importance of Setting Goals & Objectives
      • Management is made of four functions—Planning, Organizing, Leading, Controlling.
      • Setting goals and then objectives is the first and most critical step in the planning process.
      • Planning is bringing the future into the present so that you can do something about it now .
      • Alan Lakein
    • 7. SMART Objectives
            • S Specific
            • M Measurable
            • A Action-oriented
            • R Realistic
            • T Time bound
    • 8. Specific Objectives
      • Specific objectives are:
      • Concrete
      • Detailed
      • Focused
      • Well-defined
      • Straight-forward
    • 9. Specific Objectives cont’d.
      • When setting objectives that are specific, ask:
      • What am I going to do?
      • Why is it important to do this?
      • Who is going to be involved?
      • How am I going to do this?
    • 10. Measurable Objectives
      • Measurable objectives let you know when you have accomplished them.
    • 11. Measurable Objectives cont’d.
      • When setting objectives that are measurable, ask:
      • How will I know when this objective has been achieved?
      • What measurements can I use?
        • How do I measure something subjective?
    • 12. Action-oriented Objectives
      • Action-oriented objectives can be accomplished
      • Name some action-oriented words
        • Create, Implement, Build, Increase, Determine
    • 13. Realistic Objectives
      • Are neither too easy nor too difficult
      • Are those that you have the resources to accomplish
        • Skills
        • Funding
        • Equipment
        • Staff
    • 14. Realistic Objectives cont’d.
      • When setting objectives that are realistic, ask:
        • Do I have the necessary resources?
        • Do I need to rearrange my priorities to accomplish this?
        • Is it possible to complete this objective?
    • 15. Time bound Objectives
      • Time bound objectives have deadlines for completion.
        • Deadlines, just as with overall objectives, must be realistic.
      • For a complex objective, break into smaller parts with a completion date for each part.
    • 16.
      • When setting objectives that are time bound, ask:
        • What is the most realistic date for this objective to be completed without cutting corners?
          • set deadlines only after analyzing the scope of the goal or objective
        • Have I included this date in the statement of the objective?
      Time bound Objectives cont’d.
    • 17. When Goals go Bad
      • Narrow Goals
        • Setting the wrong goals
      • Too many goals
      • Ceiling goals
      • Too difficult
        • Risk-taking
        • Unethical behavior
        • Goal failure
    • 18.  
    • 19. Summary
      • Although the terms “goals” and “objectives” are often used interchangeably, there are significant differences:
        • Goals are general, intangible, broad, abstract, and long-range directions
        • Objectives are specific, measurable, narrow, concrete, and are short-range plans that support goals.
    • 20. Summary cont’d.
      • Setting goals and objectives is important because it is the first and most critical step in the planning process.
      • Goal setting shouldn’t be taken flippantly. Serious damage can be done when “goals go bad”
    • 21. Questions
      • ???

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