Goal Planning

Goals play a dominant role in shaping the way we see ourselves and others. Planning goals are linked with higher motivation, self-esteem, self-confidence, and autonomy. Research has established a strong connection between goal-planning and success. Goal-planning is an essential tool for self-motivation and positive self-esteem-both at personal and professional levels. It gives meaning to our actions and the purpose of achieving something higher. By planning goals, we get a roadmap of where we are heading to and what is the right way that would lead us there. A person who is focused and goal-oriented is likely to have a more positive approach towards life and perceive failures as temporary setbacks, rather than focusing on the negative.

4 Steps To Successful Goal-Planning

1. Make a plan -The first step to successful goal-planning is a creative plan. Writing out our goals by our strengths and aspirations is a positive way to structure your thoughts. The plan makes habit formation easier – we know where to focus and how to implement the actions.

 2. Explore resources- The more we educate ourselves about goal-planning and its benefits, the easier it becomes for us to stick to it. We can start building our knowledge base by taking expert advice, talking to mentors, or participating in self-assessments. Assessments and interactions help us realize the knowledge gaps and educate ourselves in the areas concerned.

3. Be accountable- A crucial requisite of goal-planning is accountability. We tend to perform better when someone is watching over us, for example, it is easier to cheat on a diet or skip the gym when we are doing it alone. But the moment we pair up with others or have a trainer to guide us through the process, there are increased chances of us sticking to the goals and succeeding in them.

4. Use rewards and feedbacks- Rewarding ourselves for our efforts and achievements makes sticking to the plan more comfortable for us. Managers who regularly provide feedback to their employees and teammates have better performance in their teams than ones who don’t interact with employees about their progress.