Goal setting involves the development of an action plan designed to motivate and guide a person or group toward a goal. Goal setting can be guided by goal-setting criteria such as SMART criteria. Goal setting is a major component of personal-development and management literature

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