Effective Goal Setting and Planning
Q: “Why is goal setting important?”
Q: “What are typical behaviour characteristics if you do NOT set written goals?”
Q: “How do you enable participants in your programme to set the right goals?”
Q: “Are there certain guidelines you follow with your goal setting procedure?”
Q: “What planning method do you use to help participants achieve their goals?”
Q: “How do you ensure that participants consistently “work their plans”?”
Q: “Why is goal setting important?”
A: “The majority of people do not have goals and therefore their lives tend to be reactive – they feel permanently out of control. Goals provide meaning, direction and purpose to your life.”
Q: “What are typical behaviour characteristics if you do NOT set written goals?”
A: “Stress, scattered thinking, confusion, poor task prioritisation, weak time management, inconsistent discipline, rushed, too busy in the hamster wheel, ineffective, inefficient, take on too many inconsequential activities, unfocused, no clarity, feel out of control, poor delegation, under performance, erratic inconsistent mediocre results, sloppy habit patterns, not working to strengths, lack of confidence and poor self-image, unclear of personal worthy purpose and vision, lack a sense of direction and destiny, unsure of roles, poor planning, no systems, strategies or structure, no accountability, lack of self responsibility, no peace of mind, poor health and energy, disappointing relationships, unlikely to be financially independent, personally or professionally unfulfilled, lack personal development and sense of growth, remain in comfort zone etc… Sound familiar? Ouch! What are you going to do about it… this time? Contact Us
Q: “How do you enable participants in TA programmes to set the right goals?”
A: “We start by helping them identify the four most important roles they are playing in their lives (such as self, mother, father, wife, husband, entrepreneur, business owner, director, sportsman/woman, friend etc). They then formulate a 3 year vision for each role and translate that into 1 year and 90 day goals.
Q: “Are there certain guidelines you follow with your goal setting procedure?”
A: “We adhere to five basic rules. Effective goals need to be: Written, Challenging, Specific, Measurable and Prioritised… WC SMP”
Q: “What planning method do you use to help participants achieve their goals?”
A: “We use the “Goram Technique” (G – goals; O – obstacles; R – resources; A – action steps; M – measurement of progress), focus charts and the P.A.L Life Control Process (P – planning days; A – action days; L – leisure days)
Q: “How do you ensure that participants consistently “work their plans”?”
A: “The programme provides for regular feedback on planned activities and their results. Awareness of the cause of the desired results reinforces motivation to continue with the new behaviour, until it becomes habitual. An “accountability / responsibility / measurement process” is built into the programme to ensure transformational change. THIS IS A KEY POINT. Read this paragraph again.”
Here are just 3 quick comments from course participants:
“After the first session I was able to focus on my goals and key activities much more easily, resulting in immediate productivity improvements.”
Chris Clifford, Dublin
“I am now living the lifestyle that, before the programme, I had only dreamed about. My income has more than doubled and I have plenty of time to enjoy it with my family.”
Brian Stephenson, Sevenoaks. Kent
“Every time I hear something new. Disciplines benefit from reminders. Structures to go through goal setting”
PR Peter Ryding
See Client Comments for further testimonials.
