Goal Setting

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Goal Setting

• Learning to Work Efficiently and Effectively

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Introduction

• Goal setting is a formal process during which you
  define targets that you plan to achieve. When
  you set goals, you commit to outcomes that you
  can accomplish personally or through your team.
• Goal setting creates a long term vision for your
  chapter, and provides the motivation to get you
  there. It has the additional benefit of helping
  you decide how you want to focus your resources
  and spend your time.

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Why Do We Set Goals

• By setting goals and measuring their achievement
  you can
• Focus on what is most important to accomplish on
  a daily,weekly, and annual basis
• Provide a unified direction for your team
• Achieve more and devote less energy to
  noncritical tasks
• Motivate your team and boost its overall job
  satisfaction

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Short Term and Long Term Goals

• Goals differ in terms of time frame and
  importance. Short-term goals are achievable
  within one or two months, long-term goals are
  achievable over the course of several months or
  even years. This topic focuses mainly on long
  term goals.

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Types of Goals

• In terms of importance, goals generally fall into
  one of the following categories
• Critical These goals are crucial to your
  chapter. They must be accomplished in order for
  your chapter to continue running successfully.
• Solutions-Oriented These goals create a more
  desirable condition or take advantage of a
  opportunity. They are important, but fill a
  long-term, rather than immediate need.
• Nice to have These goals make improvements
  that enhance your chapter. They usually relate
  to making activities faster or easier.

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How Goals Are Set

• As a leader, you are responsible for setting
  chapter and individual goals. You also need to
  work with your team members to develop their
  individual goals.
• The two most common methods of goal setting are
  top-down and bottom-up.
• Top-down goal setting Leadership sets broad
  goals, and each subordinate sets goals to support
  those of the Leadership.
• Bottom-up goal setting Subordinate develop
  individual goals and the Leadership integrates
  them into larger goals.

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Which Way Is Better?

• In either case, it works best when those
  responsible for achieving the goals are involved
  in the goal-setting process. This increases the
  buy-in and spreads the accountability.

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What Makes Goals Effective?

• Goals are your roadmap, so they must be clear
  and easy to understand. Effective goals
• Are written down in specific terms, have time
  frames, and are measurable.
• Yield a payoff that you value. You must buy into
  the goal otherwise, you will lose your
  motivation when you hit obstacles.
• Are driven by organizational strategy and
  direction, and are important to the organization.
• Are achievable but challenging, and provide room
  for growth.

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Steps for Setting Goals

1. Identify potential goals.
2. Prioritize and select your goals.
3. Write your goals down.
4. Plan how you will achieve your goals.
5. Pursue your goals, monitoring progress along the
   way.
6. Evaluate the goals.

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Identify Potential Goals

• Once or twice a year, review your chapters
  diverse activities and your teams roles, looking
  for possible high-value goals.
• Include relevant members, chapters, and advisors
  in the goal setting process.
• Do not worry about constraints or execution.
  Just brainstorm goal ideas.
• See article What is Problem Solving

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Prioritize and select your goals

• Identify criteria for prioritizing your goals.
  For example, which goals will contribute the most
  growth?
• Review your list of goals and use your criteria
  to rank them as A-, B-, or C- level priority.
  Add the ranking to the goal.
• Priority A Those goals having high value and
  primary concern
• Priority B Those goals having medium value and
  secondary importance.
• Priority C Those goals having little value and
  little importance.

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Prioritize and select your goals(Continued)

• Break your Priority B goals into Priority A or
  Priority C. They are either worth your time or
  not. The goals that are now on your Priority A
  list are your final goals.
• Review your Priority A goals separately and rank
  them according to importance.
• Goals on the Priority C list can either be
  delegated, put on the back burner, or discarded.

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Write your goals down

• Create a detailed, written description of each
  goal, using the SMART criteria as a guideline.
• Specific. You can describe the details.
• Measurable. You can measure the goal using
  either quantitative or qualitative assessments.
• Achievable. You can achieve the goal.
• Realistic. The goal is realistic given existing
  constraints, such as time and resources.
• Timebound. You must achieve the goal within a
  specified time frame.

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Plan how you will achieve your goals

• Identify the key projects that will help you
  achieve each goal.
• Determine which projects need to be completed
  sequentially, and put those in order. If there
  are projects that can be completed
  simultaneously, incorporate them into your plan
  accordingly.
• For each key project, describe measurable results
  or outcomes.
• Determine what resources (money, people, tools)
  are needed to carry out each project.

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Plan how you will achieve your goals (Continued)

• Establish a time frame for the completion of each
  project. Include a start and finish date.
• Set up milestones along the way to review project
  completion and overall impact. Make sure to
  include what you expect to achieve by each
  milestone.
• Consider the potential obstacles that might
  confront each goal and its associated projects.
  Then, map out possible solutions for each
  obstacle.

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Pursue your goals, monitoring progress along the
way

• Work from your own daily and weekly schedules,
  and from your teams overall work-plan.
• Make clear your expectations, level of input, and
  time frame for each project.
• As you reach milestones, reviewing upcoming
  projects and required resources.
• Check off completed projects as they occur.
• As you progress, update everyone involved in
  achieving goals.

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Evaluate the goals

• Step back periodically and assess whether your
  goals are still realistic, timely, and relevant.
• If reaching any of the goals no longer creates
  value, revise it. However, be sure to get buy-in
  from your team and leadership.
• When you feel you have reached your goal, confirm
  that others agree that the goal has been
  accomplished and the impact achieved.
• Identify what was successful and what you would
  change in the future. Record both!

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Evaluate the goals (Continued)

• Evaluate the payoff. If the payoff did not meet
  your expectations, determine whether you over
  estimated the goals impact.
• Identify issues you need to address in the
  future.
• Communicate your lessons learned to everyone
  involved.

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Tips for Setting Goals

• Keep a running list of possible goals to consider
  when brainstorming your goal list.
• Make sure that your goals fit into your
  leaderships and organizations goals.
• Keep goals SMART!
• Write your goals down and keep the list visible.
• Combine tasks from different goals where possible.

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Tools

• Goal Development Chart
• SMART Goal Checklist
• Goal and Task Chart
• Success Factors Chart
• Obstacles/Solutions Chart
• Goal Evaluation Checklist

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Contacts

• Gary La Bruyere
• Assistance Executive Officer
• Idaho DeMolay
• PO BOX 51651
• Idaho Falls, ID 83405
• 208-526-5081 wk
• 208-522-2965 hm
• xagidaho_at_cs.com