Goals give us a sense of direction. When written well, they provide clear and concise advice on how to move forward, a timeframe, and an end achievement. Goals can be used in many areas of life (i.e., personal goals, work goals, social goals, etc.).

When feeling unmotivated, sometimes it is encouraging to have a goal to provide a sense of purpose. Completing a goal allows for feelings of pride and accomplishment, and it proves to yourself that you can achieve what you set your mind to do. To be successful in a role, sometimes we require an extra push from external motivators that can provide feedback and evidence that our efforts are making a positive contribution.

Goal setting is a way to set yourself up to receive this satisfaction, making tasks more rewarding and interesting, and not requiring external sources.

How to Set a Goal – SMART goals:

Specific – provide a very detailed definition of what you want to pursue

Measurable – how are you going to track your progress?

Attainable – do you think this goal is possible and within your reach?

Realistic/Relevant – assess whether it is reasonable for you to achieve the goal, why you’re doing it, and if it’s really what you want

Timely – how long will it take for the goal to be completed?

These SMART factors will help determine the significance and benefit of the goal and will provide the information needed for you to successfully proceed. The SMART outline provides the basic elements needed to complete the goal and a broader sense of the big picture and motivation.

References

  • Lawlor, K. B. (2012). Vol. 39 (2012): Developments in Business Simulation and Experiential Learning. Vol. 39 (2012): Developments in Business Simulation and Experiential Learning | Developments in Business Simulation and Experiential Learning: Proceedings of the Annual ABSEL conference. Retrieved May 18, 2022, from https://journals.tdl.org/ absel/index.php/absel/issue/ view/39
  • Locke, E. A., & Latham, G. P. (2006). New Directions in Goal-Setting Theory. Current Directions in Psychological Science, 15(5), 265–268. http://www.jstor.org/ stable/20183128
  • Marylène Gagné, & Deci, E. L. (2005). Self-Determination Theory and Work Motivation. Journal of Organizational Behavior, 26(4), 331–362. http://www.jstor.org/ stable/4093832

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