This document discusses setting goals for an e-learning course on pressure measurement. It encourages the reader to write down short, medium, and long term goals related to the course and their career. The goals should follow the SMART criteria of being specific, measurable, attainable, realistic, and time bound. Formulating goals this way helps provide direction, focus, and a means to track progress.

1. Setting Goals
Welcome to the
first section
„Setting Goals“.

2. Setting Goals
Did you already
print out the
corresponding
worksheet? Let´s
then get started!

3. Setting Goals
Learning Objectives
This goal setting chapter helps you to clearly identify your goals for the
e-learning-course "Basics of Pressure Measurement". Further this
chapter ensures that your goals are SMART.

4. Setting Goals
What is your goal for the e-
training course?
•To reach as much points as
possible?
•To understand all content of
the training?
•To complete the training as fast
as possible independent from
the number of points?
•Or do you want to complete the
training without effort?...

5. Setting Goals
Please write down at
least three of your e-
training course ("Basics
of Pressure
Measurement") related
goals on the attached
work sheet 1. !

6. Setting Goals
Why should you set
goals for yourself?
Why is it important
to set goals?

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

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

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

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

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?”
… serve to monitor success

12. Setting Goals...based on time frames
You need to differentiate…
 Long – Term Goals
 Medium – Term Goals
 Short – Term Goals

13. Setting Goals...based on time frames
You need to differentiate  Include, for example, your
professional career and retirement
plans.
 Continue throughout numerous years
 Long – Term Goals  Are visionary but realistic
 Medium – Term Goals
 Short – Term Goals

14. Setting Goals...based on time frames
You need to 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

15. Setting Goals...based on time frames
 Are related to short-term and
You need to differentiate
reasonable time periods. For the
management of a company for example
it is often common practice to use the
fiscal year. However, it could also be
 Long – Term Goals
extremely short – term goals and/or
seasonal goals such as the successful
completion of the e-training course.
 Medium – Term Goals
 Short – Term Goals

16. Setting Goals...based on time frames
Please write down at least
one goal for each time
frame (short-/medium-/
longterm) on work sheet
1.1? You might choose
goals related to your e-
training course and/or
working life.

17. Setting Goals – The SMART-Formula
Let us have a look at
the SMART-formula

18. Setting Goals – The SMART-Formula
 In project management you usually have the ultimate project goal as
well as intermediate goals (milestones)
 Respectively there are major goals and minor goals, as well as
intermediate goals in your professional career
 Often we do not reach our goals because they were not clearly defined,
we expect too much, or we do not define intermediate goals.

19. Setting Goals – The SMART-Formula
 Management sometimes sets 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...

20. Setting Goals – The SMART-Formula
 Ultimate- and intermediate goals have to be S.M.A.R.T.:
 Specific: Goals must be communicated in a clear way
 Measurable: Goals must be measurable
 Attainable: The input must be proportional to the
output/result .
 Realistic: Goals must be obtainable
 Time Bound: Every goals must be set to a specific date

21. Setting Goals – The SMART-Formula
 For example, you set the followig goal: „ The goal is to
increase the revenues of product X/Y by 10 percent by
June 30, 2012.“
 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. As the management
communicates the 30th of June as a due date for the goal, it is
also time bound.

22. 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
 Attainable
 Realistic
 Time Bound

23. Setting Goals – The SMART-Formula
Specific
Measurable
Attainable
Realistic
Time Bound