The value of goal setting in management. The value of setting staff goals. Technology for finding life goals. Control over the situation

Self-management has a certain circle of rules:

Goal setting.

This is the analysis and formation of personal goals.

The Importance of Goal Setting

It is in the setting of goals that the basics of the activity of enterprises and its successful future lie. The goal describes the end result. It is necessary to realize that here we understand not what we do, but why we do it. Goals are a kind of challenge that encourages action. Even the most The best way work is hopeless if we do not clearly define in advance what we want. In turn, in order to set these goals, one must think about the future. The goal gives clarity about the direction in which to move. Without it, you can get lost in the details and go astray.

Goal setting is a temporary process, because during the activity of the enterprise it may become clear that certain parameters have changed, which leads to the need to change the goal. Fundamental to self-management is knowing where we want to go and where we don't want to go, and not getting where others want to take us. If the leader has a conscious goal, then all the unconscious forces of the leader are directed there, i.e. goals serve to concentrate forces in important areas. “Random successes are good, but rare. Planned successes are better because they are manageable and happen more often.”

Finding goals

(goal analysis)

What do I want?

situational analysis

What I can?

Goal Formulation

(goal planning)

Finding goals.

In order to succeed, you need to choose the right goals. Various technologies can be used for this. You need to answer the following questions for yourself:

What goals do you want to achieve?

Do they agree with each other?

Are there a so-called higher goal and certain intermediate goals on the way to the main one?

Do you know what you yourself can do for this (strengths) and what you still need to work on (weaknesses)?

In a word, it is necessary to achieve clarity of purpose.

situational analysis

It is a kind of register of personal resources (means to achieve goals) and allows you to find out what should be encouraged (strengths) and what still needs to be worked on (weaknesses).

By analyzing our abilities, we determine what we can do in general, i.e. What personal potential do you have to achieve your goals? We are talking about the further development of this potential. On the other hand, we must be clear about our weaknesses in order to avoid actions that may contribute to the manifestation of such "qualities", or to take measures to get rid of these shortcomings.

It is also possible to draw up a balance of their biggest failures and defeats and highlight, as a result of the absence, what qualities they were. “Knowing your weaknesses means strengthening your strengths.”

Analysis "end - means"

In the process of analysis, the means (personal, financial, time resources) necessary to achieve the desired goals are compared with the real situation.

Formulation of goals.

This is the last step in goal setting. This is a concrete formulation of practical goals for the subsequent planning stage. "Set deadlines - formulate results."

At the same time, it is necessary to remember about the physical condition, health, self-education and cultural enlightenment. It is necessary not to take on too much and also to set short-term goals consistent with the achievement of one's long-term global goals.

Self-management is the consistent and purposeful use of proven methods of work in daily practice in order to make optimal and meaningful use of one's time.

The main goal of self-management is to make the most of your own capabilities, consciously manage the course of your life and overcome external circumstances. Self-management helps to do work with less cost, better organize work (and therefore get better results), reduce workload and, therefore, reduce haste and stress.

Self-management has a certain range of rules and functions:

3.1 GOAL SETTING

The Importance of Goal Setting

Goal setting is the expression in the form of clear intentions and in precise formulations of our interests, needs or objectives, which helps to orient actions and deeds towards these goals and their implementation. To do this, the goal should describe the end result, and not the actions that need to be performed. Even the best way of working is hopeless if the leader has not clearly outlined in advance what he is striving for. Goal setting - an unconditional prerequisite for planning, and therefore success - lies in the exact knowledge of what, when, on what scale to achieve. Awareness of your goals very often means significant self-motivation for work, because.

the goal gives a clear idea of ​​the direction in which to move.

Setting goals is a temporary process, since during the course of the enterprise it may become clear that certain parameters have changed, and this leads to the need to revise the goal. For self-management of fundamental importance is the awareness of where the manager wants to go and where he does not want to go (but where others want to take him). If the leader has a conscious goal, then all the unconscious forces of the leader are directed there, i.e. goals serve to concentrate forces in important areas. “Random successes are good, but rare. Planned successes are better because they are manageable and happen more often.”

Finding goals

In order to succeed, you need to choose the right goals. Every firm, every manager has one main, most important goal, which is divided into many small intermediate goals. lower level, the achievement of which ensures the achievement of the goal of a higher level and, ultimately, the highest goal. It is necessary to set clear, mutually agreed upon goals that can be turned into immediate actions so that they can be directly planned. Clearly defined goals fixed on paper automatically become mandatory, prompting constant analysis, re-checking and revision.

SITUATION ANALYSIS

It is a kind of register of personal resources (means to achieve goals) and allows you to find out what should be encouraged (strengths) and what still needs to be worked on (weaknesses).

By analyzing his abilities, the manager determines what he can do in general, i.e. what personal potential he has to achieve his goals. On the other hand, the manager must be clear about his weaknesses in order to avoid actions that may contribute to the manifestation of such "qualities", or take measures to get rid of these shortcomings. It can help to balance your biggest failures and defeats and highlight the lack of what qualities they were. “Knowing your weaknesses means strengthening your strengths.”

FORMULATION OF GOALS

Setting deadlines for the implementation of goals and formulating the desired results. This is the last stage in goal setting, when specific practical goals are formulated for the subsequent planning stage.

You can not take on too much, so as not to get bogged down in unfinished business. Short-term goals should be set, consistent with the achievement of long-term global goals.

3.2 PLANNING

Planning is designed to ensure the economic use of the most valuable resource - time. The better distributed (i.e. planned) time, the better it can be used in the personal and professional interests of the leader. Planning as component tasks and rules of self-management means preparing for the implementation of goals and structuring time. Planning daily work, mid- and long-term actions and results also means saving time, achieving success and greater self-confidence.

Just as any firm plans or should plan its sales and production activities, each person must think and work, looking into the future, and not surrender to the current of events. You need to plan the use of time to achieve your goals.

The main advantage achieved by scheduling work is that time scheduling brings a gain in time. General practical experience in production shows that an increase in time spent on planning ultimately leads to time savings in general.

Obviously, the time spent on planning cannot increase indefinitely, there is an optimum, after which a further increase in planning time becomes inefficient. Of the total planning period (year, month, week, day), you should spend a maximum of 1% of the time on planning.

PRINCIPLES AND RULES OF TIME PLANNING

In order to properly perform his functions and achieve his goals, in order to delegate less important tasks, reduce their number or postpone them to later dates, the manager must clearly understand his time budget and set of tasks. Planning is a project of labor processes for the coming time period.

Basic rules for planning time:

1. Ratio (60:40).

Experience shows that it is best to plan only for a certain part of the working time (60%).

Events that are difficult to foresee, distractions (“time sinks”) cannot be planned entirely without a trace due to the specifics of the manager’s work, which consists in the fact that the manager spends about half of the working day outside the workplace, because work requires interaction with people, the exchange of information. You should always leave a certain percentage of time as a reserve for unexpected visitors, telephone conversations, crises, or in case of underestimation of the duration of some cases, but at the same time try to reduce the number of “sinks” of time.

2. Bringing tasks together - a plan of action.

To make a good time plan, it is important to always have an idea of ​​​​the upcoming business. It is advisable to divide them into long-, medium- and short-term tasks, set their priority and act in accordance with it.

3. Regularity - consistency - consistency.

You need to work on time plans regularly and systematically, consistently bringing the work you have started to the end.

4. Realistic planning.

Those. you need to plan only such a volume of tasks that the manager can realistically handle.

5. Compensation for lost time.

It is better to make up for lost time as soon as possible, for example, it is better to work longer once in the evening than to catch up on what was lost the day before during the next whole day.

6. Fixing results instead of actions.

It is necessary to fix results or goals in plans, and not just any actions, so that efforts are initially directed directly to achieving the goal. This will help to avoid unplanned activities.

7. Establishing temporary rules.

Experience shows that as a rule, as much time is spent on work as is available. Therefore, it is necessary to set precise time standards, to provide in the plan exactly as much time for this or that business as it really requires.

8. Period of execution.

To avoid procrastination and postponing cases, it is necessary to establish exact deadlines for all activities.

9. Recycling - rechecking.

The plan needs to be constantly revised and rechecked in terms of whether certain tasks can be fully completed.

10. Coordination of temporary plans.

In order to successfully implement their plans, the manager needs to coordinate them with the plans of other people (secretary, boss, subordinates, colleagues).

An important step on the path to successful self-management is the search for goals, their setting and formulation.

The goals are characterized by the following features:

Acceptability for participants in the process of achieving them;

Measurability (the ability to measure quantitatively and qualitatively, evaluate);

Certainty in time, timing of achievement (by what point in time it is planned to achieve a particular goal). If the goal is not oriented in time, then this is the same as its absence;

Attainable (the goal must be realistic). If the goals are unattainable, then motivation suffers;

Flexibility (goals should provide the opportunity to adjust them in accordance with the changes that may occur);

Specificity (goals must have such characteristics that it is possible to unambiguously determine in which direction the movement should be carried out);

Mutual support (one should strive to ensure that different goals complement each other and "work" with each other). Different goals should not be allowed to come into conflict with each other.

Exist different kinds goals. Consider their classification (Table 3).

Any developing organism, be it an enterprise or a person, involves setting goals. Since we are talking about self-management, it is necessary to take a closer look at the meaning of goal setting for the personal sphere. Setting a goal means looking to the future, that is, the orientation and concentration of our forces and activity on what should be achieved. Thus, the goal describes the end result. It's not about what needs to be done, but about why it's being done.

Table 3

Target classification

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Goals are what they strive for, what is planned to be achieved, the limit, the intention that must be realized, the benchmark towards which our activity is directed, which leads us through the difficulties and obstacles of reality. Goals do not allow a person to relax.

Goal setting requires expressing our explicit and hidden needs, interests, desires and tasks in the form of clear intentions and precise formulations, as well as orienting our actions and deeds towards these goals and their implementation.

Based on this, goal setting mainly consists in the correct assessment of work. If there are no criteria or means of measurement for such an assessment, then it is impossible to know whether it was done well or badly.

Goals are visions of the future. To achieve them, you need to conceive something and implement it. Otherwise, these are not goals, but only plans or intentions. Without goals, there is no evaluation criterion by which labor costs can be measured. Goals, in addition, are also a scale for assessing what has been achieved. Even the best method of work is worthless if it is not clearly and unambiguously defined in advance what needs to be achieved.

Goals are "instigators" of actions, motives that determine human activity. If any individual has set a goal for himself, then a state of tension arises as a result of this, which acts as a driving force and which disappears only when the goal is achieved.

To set goals, you need to think about the future. Traditional thinking in terms of particular tasks is fraught with the fact that you can lose sight of the goal. Thinking in terms of goals promotes the subordination of the particular to the whole. Therefore, every day, doing any work, you need to ask yourself the question: does what is currently being done bring you closer to achieving your goal?

Goal setting means the conscious implementation of one's actions in accordance with a guiding line or benchmark. For self-management, the awareness of where to go and where to go is undesirable (that is, self-determination) is of fundamental importance in order not to end up where others want to take us.

Setting personal goals allows you to:

Become more aware of your career choices;

Make sure the chosen path is correct;

It is better to assess the appropriateness of actions and experiences;

Convince others of the correctness of your point of view;

Get extra strength, relax;

Strengthen a sense of order and peace;

Increase the likelihood of achieving the desired results;

Concentrate forces on key areas.

Goal setting is an ongoing ongoing process because goals are not set once and for all. Goals may change over time, for example, if in the process of monitoring their implementation it turns out that previous perceptions were essentially wrong or that requests turned out to be too high or too low.

Due to instability in the economy, society and other areas, the variability of events in a person's life, goals can also change, since the external environment has a significant impact on people. But the problem of changing goals should be approached as follows: goals are adjusted whenever circumstances require it. In this case, the process of changing goals is purely situational.

The choice of clear, clear and, most importantly, the right goals is a very important process for every person. Not everyone can clearly identify the main aspirations in their life and career.

When striving for long-term goals, one must take into account changes in external conditions and the emergence of new trends. Therefore, along with general goals, from the point of view of psychological motivation, it is important to set short-term achievable subgoals and achieve intermediate successes. Specific short-term goals that are set need to be consistent with the achievement of long-term global goals. Note that you need to have a certain type of thinking in order to put private goals at the service of common ones.

ACS: learn to think strategically

Why do some people invariably leave others behind? It is not happiness, chance, talents, or an increased willingness to take risks that distinguish people who have achieved success in life from the average man in the street. The fact that these people generate the right ideas in right time and know who can push these ideas further, also has nothing to do with the case. This is the only and only question of strategy.

If a person has a conscious goal, his unconscious forces are directed to it. Goals serve to concentrate forces on really key areas. Knowing your goals and consistently striving for them means focusing your energy on things that really matter, instead of wasting your energy.

Researcher Wolfgang Mewes developed a model in the 1970s that contained the cornerstone of this strategy, which he called the Narrow Lane Concentration Strategy (NACS). The main principles of this strategy are as follows.

1st ACS principle: concentration instead of dispersion. Only by concentrating on the area in which a person feels most competent, he can achieve the highest result. In sports, only the first result is valuable, and only the success of the winner is worth a lot. The second is of no interest to anyone. This means that if you try to work in different areas at the same time, you can only achieve average results. Real professionals who are always ahead of the curve, working to the best of their ability to improve their knowledge in a particular area.

2nd ACS principle: highlight the main problem. Organizations, like biological organisms, are interconnected systems. This means that any change in the system affects all its constituent elements. Therefore, it is worth seriously considering where to concentrate your efforts. It is not enough to define your specialization, you need to clearly know where to direct your energy. Otherwise, efforts will not bring the desired effect.

3rd ACS principle: identify the most difficult place (narrow path) and eliminate it. Every effort should be made to identify the key problem in the work and try to eliminate it, which will facilitate the solution of all other tasks.

4th ACS principle: measure the benefits received by others. Most businesses, as well as many people, focus on what brings them the most value. However, the secret of success is just the opposite: you need to solve the problems of others and thereby remain in the greatest gain. Taking into account your own goals and at the same time focusing on the problems of others is a task that will pay off in every way. This principle was in use even among the ancient Greeks, who said: "Invariably ask yourself about what the other wants." Knowing your goals can mean significant self-motivation to work. Random successes are good, but rare. Planned successes are better because they are manageable and happen more often.

The prerequisite for planning, and therefore for success, is knowing exactly what, when, and on what scale to achieve. Goal setting is an absolute prerequisite for planning, decision-making and daily work. The following goal-setting process should be taken as a basis (Fig. 4).

Rice. 4. Goal setting

For each person, self-determination and self-affirmation in life is always very important, and therefore people who know exactly “what and how to do?” are the most successful. To achieve something and be successful, you need to spend time and money. Appropriate methods must be used in order to achieve the goal as successfully and within an acceptable time frame as possible. First of all, you need to answer the following questions:

What are the goals to be achieved?

Do they agree with each other?

Are there a so-called higher goal and certain intermediate goals on the way to the main one?

What can be done to improve this (strengths) and what needs to be improved (weaknesses)?

Finding goals is an unconditional fundamental prerequisite for success in work and in life. Finding personal life goals and defining them means giving direction and meaning to your life, as a result of which you can translate your own life values ​​into reality. A person who clearly sees his goal will surely achieve it with certain efforts and developed abilities.

Before approaching the question of how you can achieve the desired result, you should think about why you set this goal and want to achieve it. Few know exactly what their life task really is. Americans call it the "big idea" of a person, the motive of why he lives.

From Vision of Life to Inventory of Goals

Our future is shaped in close connection with our past. On the one hand, we are influenced by our development to today: parents, school, social connections, education. Professional development and all our experience have a direct impact on the entire personal value system, on our desires and set of life guidelines. Most of the time this happens unconsciously. Therefore, many people do not think about what is valuable to them, and in case of failure they bitterly state that their life is not going the way they like, and if something suddenly succeeds, they believe that they are lucky.

It is necessary to clearly understand what images and influences of our past have left an imprint on us, what are our life attitudes and values, that is, to move from general ideas about life aspirations to an inventory of goals.

Finding personal goals can be carried out in the following four stages:

Development of general ideas about life aspirations,

Differentiation of life goals over time,

Development of guiding ideas in the professional field,

Goal inventory.

Development of general ideas about life aspirations

In order to develop general ideas about life aspirations, you need to try to imagine a possible picture of your future life. You should not grieve over the failures and defeats in the past: you can’t change this in any case, but you can learn from the past. Then there will be a much more complete than before idea of ​​what habits, contacts, actions you would like to keep in the future, and which ones you will certainly change. Below is a list of questions, answering which you can clearly imagine what is most valuable in life for each individual person.

Checklist: vision of life

1. What is the first experience of success in childhood that can be recalled in full detail?

2. What can you say when you think about your parental home, your place in the family, and your upbringing?

3. How did your relationship with your father develop? What qualities did he admire or admire? Were there cases when he tried to interfere with your plans and in connection with what?

4. How did you feel or feel about your mother? What did you admire or admire about her? Were there any cases when she put a "spoke in the wheel" for you? If yes, in connection with what?

5. Which parent dominated your life and what influence did they have? What was especially memorable?

6. How can you evaluate the relationship between parents in general? Was there harmony or disharmony in the family?

7. What faith were you raised in, and what does it mean to you today?

8. What role have cultural factors played in your life so far? How deep are your interests in literature, music and art?

9. What personalities in the economy, politics, culture, sports, etc. admired and why (for example, because of their achievements, lifestyle, or other qualities)?

10. Do you have someone like a "spiritual guide" or leader, so that at some point in your life you would ask yourself what he would do in a given situation?

11. In the society of which people (friends, business partners, colleagues, members sports club) do you feel comfortable and at ease, and what implications does this have for your personal and professional life?

12. In what society do you feel constrained and tense, and how does this affect your personal and professional life?

13. When and in case of execution of what tasks do you feel confident or even “strong” and what results have you achieved by performing such tasks?

14. Special knowledge in what area, experience in what activities (related to practice) and abilities do you have?

Record your answers on a separate sheet and rate them as you did in the example below.

Answer to question 14: my abilities

Over the past ten years, I have become more qualified and have a good understanding of the current know-how in my professional work.

I am quite sociable and can express and defend my own opinion during discussions.

I am an extremely organized person.

15. What is your greatest success to date, what have you achieved in doing so?

16. When and in the case of the execution of what orders do you feel insecure or even “weak”, what failures overtook you while doing this?

17. What problems (insufficient personal opportunities, further training, overload, competition, threat entrepreneurial activity) are present in your professional field and what can be done to overcome them?

18. What are the problems in your personal life and how can they be solved?

a) marriage and partnerships __________________________

b) children _________________________________________________

c) parents, relatives, friends _________________________

d) leisure activities ______________________________

19. If you were asked to make three wishes, they would be as follows:

A) _____________________________________________________

b) ___________________________________________________________

V) _____________________________________________________

Differentiation of life goals over time

It is immaterial whether the above ideas about life turn out to be realistic or utopian. It is much more important to find out what are the "life lines" that determine our existence, as well as what are the desires that we will strive to fulfill in the coming years. Even seemingly utopian goals can become incentives and guidelines for subsequent work and later life.

It is necessary to find out what events to take into account in the next 20 years of the personal time series, while taking into account people from the immediate environment (partners, children, parents, boss, friends, etc.) and your age. Such special events may include: children entering school or coming of age; retirement of the father or mother; retirement of the immediate supervisor, expiration of payments on long-term loans; release of invested funds, etc.

Development of key representations in the professional field

At this stage, it is necessary to determine personal and professional goals:

Long-term (goals for life),

Medium-term (for 5 years),

Short-term (for 1-2 years).

In this way, goals will be prioritized and order will emerge. The following questions should be answered in order to identify key representations in the professional field:

What would you most like to do professionally?

If you could choose your position, function, rank, industry, organization, enterprise or institution, what would you most like to become?

For example:

Become a manager in a medium-sized company.

Become a member of the board of company X.

Establish or manage an overseas branch.

Be ranked among the leading specialists.

Achieve a high position in the state apparatus.

Achieve the title of candidate or doctor of science.

Hold your current position until retirement and strengthen your position.

Work independently (self-employed) as...

Make a political career as...

After five years, “get out of the game” and grow cabbage like Diocletian, etc.

A professional orientation is the key to professional and personal success, as it enhances the motivation for labor achievements and directs activity, professional aspirations and decisions when choosing a profession and career in a certain direction.

Goal Inventory

Now you should look at the answers to the questions and make an inventory of the goals. Such an inventory of goals brings together personal and professional reference points. Then you need to filter the most important positions, that is, those life and career goals that you want to achieve. At the same time, one must keep in mind those desires and youthful dreams that could only be realized through significant one-time expenditures of time and financial resources. (For example, make trip around the world, live for six months on an island in a warm sea, etc.). If these goals are kept under the heading "Things to do," then such bold desires become more specific and form the basis of a plan for later in life. Thus, ideas about goals are given a “challenging” character, which prompts one day to finally realize them.

In order for a person to determine life goals for the near and far future, it is necessary to proceed from the situation in which he is now and the circumstances that may arise in the future. Usually goals are set for a specific period, so it is useful to observe the process of their definition, approval and implementation in the following sequence:

1. Clarification of needs. You need to set goals in a situation that does not satisfy you or may become one. Setting personal goals requires analyzing the current situation and answering the question of what you would like to achieve in the future.

2. Clarification of possibilities. It is better to identify all available options.

3. Decide what you need. To do this, three questions must be answered:

What is important to you?

What risk are you willing to take?

How will your decisions affect those around you?

4. Choice. Goal setting is an active step, so at the moment of choosing, you make a commitment that the chosen course of action will provide a satisfactory result. It also means that you can take the next steps by channeling your strengths and problem-solving skills to fulfill your obligations.

5. Clarification of the goal. It is necessary to remind yourself again what goal was chosen in order to avoid working with the maximum effort of all forces in order to achieve success and in the absence of a result. Mapping logical relationships between common tasks and specific workflows can reduce unnecessary effort.

6. Establishment of temporary boundaries. Doing too much at the same time, it is difficult to achieve equally good results in everything, so it is necessary to rationally allocate time. This process is influenced by many factors:

Normal job requirements;

emergency or Additional requirements arising in work;

Expectations of others;

Personal hopes and aspirations;

A sense of duty and commitments already made;

Habitual practice.

People should treat time as a valuable resource, like money. Targets containing the direction of action must also indicate the speed of movement. This is necessary so that people can properly allocate their time and other resources. If the goal has no time limits, there is no way to monitor your progress.

7. Control of your achievements, thanks to which:

feedback on performance,

There is a feeling of satisfaction as you move towards the goal,

There is dissatisfaction with failure,

It creates an opportunity to rethink the chosen strategy and plan new image actions.

Once the issue of personal and professional goals has been clarified, the “inventory list” drawn up should deal with personal resources, that is, the means to achieve goals. Situation analysis is a kind of register of personal resources (means to achieve goals) and allows you to find out what should be encouraged (strengths) and what still needs to be worked on (weaknesses).

By analyzing his abilities, a person determines what he can do in general, that is, what personal potential he has to achieve his goals. On the other hand, he must be clear about his weaknesses in order to avoid actions that may contribute to the manifestation of such "qualities", or to take measures to get rid of these shortcomings. It can help to balance your biggest failures and defeats and highlight the lack of what qualities they were. Knowing your weaknesses means strengthening your strengths.

In doing so, it is necessary to move forward in four stages:

1. Use of guiding questions for situational analysis.

2. Develop a personal balance of success and failure.

3. Identification of strengths and weaknesses.

4. Analysis "end - means".

Such a situational analysis will help to identify weaknesses and strengths and determine what areas can be developed and what needs further work. What needs to be done in order to positively influence the line of life? Below is a series of guiding questions for personal and professional situational analysis that should help you locate yourself (Figure 5).

Rice. 5. Goal setting process

Guiding Questions for Personal Situational Analysis

My life path Q: What have been my biggest successes and failures?

Family influence: childhood? youth? parents? brothers and sisters? relatives?

My personality parameters, character traits and strengths?

My harmony? What are my conflicts with the outside world? How do I explain them?

Friendships? Hostility?

Under what circumstances do I feel strong, defeated, weak?

What have I not been able to achieve so far? For what reasons?

What dangers, difficulties, problems, etc. may arise in front of me? In what areas?

What measures should be taken to prevent them?

Who among those around me stimulates my life activity? Who is stopping her?

Where can my opportunities be revealed? Where can't they? What can be done?

What negative extraneous influences should be eliminated for me?

What positive influences should be supported, used?

What do the people around you want? What can I give them?

Who can I benefit now and in the future?

What can you do specifically to benefit others?

What in cash I could donate for my friends?

Do I bring maximum benefit those people who bring the most benefit to me?

To whom and what joy can I deliver immediately?

Guiding questions for situational analysis in the professional field

Do I know the objectives of my position?

Do I know what is expected of me?

Are my goals aligned with management?

Do I know the routine, monotonous things related to my field of activity?

Do I plan these things?

Do I have an idea about the tasks to be solved?

Am I aware of the urgency and importance of these tasks?

Am I prioritizing?

Am I completing my tasks in a timely manner?

Do I often feel pressure when doing this?

Do I need to be reminded of my duties?

Am I procrastinating?

Am I independent in my affairs?

Am I completing tasks completely and finally?

Do I receive complaints about poor performance?

How big is the impact of work on my personal life?

What value do I bring with my actions?

What kind of reciprocal effect can I expect (increase in salary, promotion, networking, etc.)?

What successes, including in the personal sphere, can I achieve in the foreseeable future?

What are the main benefits of my work?

Personal balance of success and failure

Having determined “where should we go?”, it is necessary to answer the question: “where are we?”. To do this, you need to analyze the strengths and weaknesses of your personality. With the help of the following list, you can identify the biggest successes in your work and personal life that have been achieved in the past. What abilities, knowledge, experience, etc. were needed to achieve these successes? In this case, you need to try to establish those abilities that led to the corresponding result.

Personal knowledge and abilities

Special Knowledge:

production knowledge,

marketing techniques,

management,

special production and economic knowledge,

general erudition,

contacts and connections.

Personal qualities:

physical constitution, the ability to be in shape, endurance, demeanor, activity, endurance;

communication skills, listening skills, intuition,

adaptability, readiness to help,

susceptibility to criticism, self-criticism.

Leadership Abilities:

penetrating power, the ability to convince;

the ability to distribute responsibilities, give instructions;

the ability to stimulate and motivate the work of individuals and the team;

ability to work "in a team" and in cooperation.

Intellectual abilities:

prudence;

creative potential;

logical thinking;

structural, systems thinking.

Working methods:

rationality and consistency in work;

decision-making and problem-solving techniques;

the ability to concentrate;

methods of work, organization of work;

the ability to speak, the technique of conducting discussions and negotiations;

rational reading.

Then, the advantages and disadvantages identified through a situational analysis should be grouped and identified by two or three major strengths and weaknesses. Such a "cut" of personal qualities (Table 4) is a prerequisite for planning further steps and measures to achieve goals.

Table 4

Analysis of personal qualities

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After that, you can make a personal balance of successes and failures (Table 5).

Table 5

Personal balance of success and failure

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Situational analysis can be carried out by SWOT analysis, which is an assessment of the strengths and weaknesses of the person himself or the issue that he has to solve. Weaknesses are important as they represent a source of increased attention and require corrective action. External opportunities and threats should be taken into account, as good strategy, direction of activity, life should contribute to the accumulation of positive opportunities and protection from possible threats. The abbreviation SWOT is deciphered as follows: S - strengths - strengths; W - weaknesses - weaknesses; О - opportunities - opportunities; T - treaty - threats.

Strength can be in skills, experience, personal achievements, financial resources.

Opportunities may include, for example, getting a new job, transferring to another position, etc.

Weakness may lie in insufficient awareness of issues related to the new position, etc.

Threats may consist, for example, in the bankruptcy of the selected company, in the absence of stability.

The analysis of possible situations is carried out according to the SWOT-analysis matrix (Table 6).

Table 6

SWOT Analysis Matrix

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The SWOT analysis matrix is ​​built on two vectors - the state of the external environment (horizontal axis) and the state of the internal environment (vertical axis). Each vector is divided into two levels of state: opportunities and threats coming from the state of the external environment; strengths and weaknesses. At the intersection, four fields are obtained, as a result of which the following groups of situations are added:

In the field SO - "strength - opportunities" - they note those strengths of a person that ensure him the use of the opportunities that appear.

The field ST - “strength - threats” - refers to those weaknesses of a person that do not give him a chance to use the opportunities that have presented themselves.

The WT field - “weakness - threats” - is the worst combination for a manager. Reducing threats is possible only by developing strategies for developing one's internal potential.

In the field WO - "weakness - opportunities" - it is necessary to determine either the expediency of finding other ways to achieve the goal, or the expediency of using opportunities in the presence of identified weaknesses.

By identifying their strengths and weaknesses and weighing the factors in order of importance, a person can determine what prevents him from achieving goals or requires immediate intervention, or can wait, as well as those opportunities that can be relied upon in setting goals and achieving them.

Analysis "end - means"

In the process of analysis, the means necessary to achieve the desired goals (personal, financial resources, time resources) are compared with the real situation (Table 7). To do this, you should refer to the compiled “inventory list” of goals and select the five most important ones from them. Then determine the means necessary to achieve these goals and check what still needs to be achieved or what to start in order to approach the corresponding goal.

Take a trip around the world

1 year free time

Money for travel expenses

Language skills

Become a member of the board of directors in your company

The concrete formulation of practical goals for the subsequent planning stage is the last phase of the goal setting process.

Any goal makes sense only when the deadlines for its implementation are set and the desired results are formulated. Each goal should be formulated in relation to its own desires and double-check your plans in terms of how realistic they are. When setting the criteria for realism, one should also keep in mind such aspects as physical condition, health, since this is a prerequisite for an active life and successful self-management. To do this, plans for certain periods of time (year, month, week and day) need to provide for activities to improve health: ski runs, sports holidays, treatment, swimming every week, daily jogging in the fresh air, yoga classes, etc., as well as preventive medical examinations.

We should also not forget about self-education, about raising the level of knowledge and skills, about our cultural enlightenment (travelling, participation in cultural events and so on.).

Only achievable goals should be planned. Don't take on too much, as unrealistic tasks have little chance of being completed. The more goals are set, the more you will have to change in your previous life, the more you will have to develop activity.

You should always write down your goals. For its work, our brain needs clear instructions. Written registration contributes to the fact that more or less bold ideas and desires are often recorded. In writing, the goals are also visually imprinted and less prone to forgetting. Goals that are not written down may end up on your wish list. Well-defined goals automatically become mandatory: fixed on paper, they encourage permanent analysis, re-checking and revision. Someone who doesn't write down their goals doesn't really believe they'll ever be achieved.

What is the most likely (nearest) promotion opportunity in the next 2 to 3 years?

Job title_________________________________

Area of ​​responsibility____________________________________

Additionally required:

business qualities_________________________________________

qualities of a leader

personal abilities ______________________________________

Other criteria_____________________________________________

For career planning, it is important to know that a small step, taken immediately, sometimes has more effect than large, strategic and grandiose plans followed by protracted actions. What should be the next step?

Active target (closest step) ___________________________

Required information ___________________________________

Necessary resources, outside help, etc. _____________

Expected difficulties, problems ___________________________

Promotions, events _________________________ Deadlines ______

Other _________________________________________________

Now it remains only to fix this first immediate step in your career plan.

Established goals must necessarily be turned into immediate actions. Specific, action-oriented goals can be planned directly, for example, recorded in a time diary for certain days or weeks, and implemented in stages. A list of what needs to be done, formulating specific goals, helps to identify a variety of techniques that greatly facilitate everyday life. Among them is the use of the SMART formula technique.

SMART formula for formulating goals

The SMART Formula technique helps you formulate your goals in a way that will help you achieve them. Leo B. Helzel of the University of California is quoted as saying, "A goal is a dream that has a deadline." With this formulation, he very accurately expresses the essence of the goal. Most people think they envision their goals. When asked about this, they respond: "I want to stay healthy" or "I want to have a career." However, this is not the goal, because without concrete efforts and deadlines, such good intentions remain unfulfilled.

The SMART formula is a technique by which you can specify and formulate goals. It applies to any goal, whether the specific goal is a long-term goal for the next ten years, an intermediate goal that can be achieved within a year, or a partial goal for the next week. The abbreviation SMART stands for:

S - specific - specific: a specific wording is determined for each goal so that it sounds clear and specific, otherwise the goal will not go beyond the level of desire.

Example: let's say one of the desires is a harmonious partnership. To translate desire into a goal, you need to specifically determine what should be done for this.

M - measurable - measurable: the goal should be formulated in such a way that it is possible to measure the extent to which it is achievable. Otherwise, the target may be lost sight of.

Example: Let's say the goal is to go for a morning run. To make it measurable, you need to determine exactly how many times a week you will do this.

A - achievable - achievable: there should always be a chance to achieve the intended goal. The basic principle is: ambitious, but achievable.

Example: run four times a week in order to bring the level of physical fitness to such a state within a year that in a year you can run 12 kilometers. It would be unrealistic to set a goal in a year to take part in a marathon race.

R - result-oriented - the statement of the goal should contain starting points for achieving positive changes. It should not be included in the wording that which there is no desire to fulfill.

Example: the goal is only healthy food. Then the wording of the goal will be: “Include salad, fruits or vegetables in your menu every day.” The wording would be incorrect: "Never thoughtlessly indulge in gluttony."

T - time-bound: each goal should have a clear time frame so that the deadlines can be measured.

Example: to achieve a harmonious partnership, every second week of the month, go to the theater or to an exhibition together.

At first, the SMART formula may seem too long and difficult, but by putting it into practice, you can achieve a lot.

Topic 2. Personal career management

Definition of life goals

Who does not know in which harbor he sails,

there is no tailwind for that.

Seneca

1) The Importance of Goal Setting

2) Technology for finding life goals

3) Formulation of life goals

The Importance of Goal Setting

For each person, self-determination and self-affirmation in life is always very important, and therefore people who know exactly “what and how to do?” are the most successful.

Prominent manager Lee Iacocca states: “To succeed in business, as in almost everything else, the most important thing is to be able to focus and manage your time wisely. And in order to make the best use of your time, you need to firmly realize what exactly is the main thing in your work, and then give yourself entirely to the implementation of this main thing.

A person who clearly sees his goal will surely achieve it with certain efforts and developed abilities.

When we want to achieve something, sooner or later we will do it, if we do not hesitate, be lazy. We are driven by a goal that does not allow us to relax. The goal is our guideline, to which our life activity is directed, which leads us through the difficulties and obstacles of reality. Goals are the motivators of our actions, the motives that determine our activity.

Goal setting means looking to the future, focusing and focusing our energies and activities on what is to be achieved. To keep up with the pace of social and economic change, each person needs to carefully and regularly reassess their goals. All people are different, each operates in a unique environment, so the work of formulating goals should be individual.

Goal setting requires expressing explicit and hidden needs, interests, desires and tasks in the form of clear intentions and precise formulations, as well as orienting actions and deeds towards these goals and their implementation. Without goals, there is no benchmark by which you can measure your work. Goals are also a criterion for evaluating what has been achieved. Even the best working method is worthless if you do not clearly and unambiguously define what you want in advance.

Goals are not set once and for all. Goal setting is an ongoing process. They may change over time, for example, if it turns out during the implementation control process that previous perceptions were incorrect or that requests turned out to be overestimated or, conversely, underestimated.

Goal setting is an absolute prerequisite for planning, decision-making and daily work.

Thus, setting personal goals allows you to:

Become more aware of your career choices;

Make sure the chosen path is correct;

It is better to evaluate the effectiveness of actions and experiences;

Convince others of the correctness of your point of view;

Get extra strength, motivation;

Increase the likelihood of achieving the desired results;

Concentrate forces on strategic directions.

The goals serve to concentrate forces in key areas.

Knowing your goals and consistently striving for them means focusing your energy on things that really matter, instead of wasting your energy in vain. Awareness of one's goals can determine significant self-motivation for work.

People who do not have clear personal goals are usually dominated by the demands of the moment, they are more busy with fluid than with important, promising problems.

Goal setting helps us insulate ourselves from the demands of the situation or other people by achieving goals that are important to us personally.

There are stages in a manager's life when he especially needs to clarify his personal goals. Usually these stages coincide with age limits, for example:

stage 1: 20-24 years old - the beginning of a career;

stage 2: about 30 years - the acquisition of a certain competence;

stage 3: about 40 years - analysis of achievements and consideration of opportunities for major changes;

stage 4: about 50 years - summing up the results of a professional career and preparing for its completion;

stage 5: about 60-65 years - transition to off-duty activities.

The importance of setting personal goals increases as you progress through one of these life stages. At the same time, a creative approach to life requires a constant openness to everything unexpected and a willingness to analyze and search for the best solutions that are achievable at any given moment.

Setting specific goals improves performance because a person in this sense has clear expectations about the result. According to probability theory, if people have a clear idea of ​​what results are expected of them, and if they feel a strong likelihood that, with some effort, they will be able to achieve a given level of performance and receive an appropriate reward, then their motivation to complete the task will increase significantly. If you really believe in what you're doing, you should persevere even in the face of obstacles.

Goal setting means looking to the future, orienting and concentrating our energies and activities on what is to be achieved. There is a huge difference between the hard self, which is necessary, and the oversized self, which is capable of acting destructively. A person with a solid "I" knows his strengths. He is confident. He has a clear idea of ​​what he can achieve and is determined to achieve his goal.

The goal describes the end result, i.e. it's not about what you do, but about why and for what you do it.

LECTURE 2. SEARCH AND SETTING OF GOALS

As a rule, the most dissatisfied with their achievements are objectively very successful and productive people. They always “adjust” their time, there are never enough hours in the day and days in the year for them to realize all their projects. They always feel like they've done so little...

The main secret time management is very simple and at the same time very complex. You just need to set a very clear goal.

One modern scientific definition reads: "The goal is a mental model of the desired result of activity, an ideal image of the future."

goal setting- this is the definition, construction of the goal, the formation of the image of the desired future.

Most people fail to achieve their goals because they define them vaguely or do not formulate them at all, considering them unrealistic or unattainable.

The winners can always tell where they are going, what they are going to do along the way, and who will be their companion on this adventure. Denis Whately

To move forward in the right direction, you need to be clear enough about your path. How can you be inspired to travel without knowing where you want to go? A clear vision will inspire you and carry you forward, no matter what obstacles may arise on the way. It will serve as your roadmap. A clear vision will not only motivate you, but will also help you make the best decisions on the way to your goal. If you act blindly, you will not be able to know whether you are expediently spending your strength and resources. In fact, how can you be sure that in the end you will end up where you need to be?

Setting a goal requires expressing in the form of clear intentions and in precise formulations: our explicit and hidden needs, interests, desires or tasks, as well as orienting our actions and actions towards these goals and their implementation.

Goal setting means looking to the future. Orientation and concentration of our forces and activity on what must be achieved. Thus, the goal describes the end result. It's not about what you do, but about why you do it. Goals challenge you and motivate you to take action. Without goals, there is no Evaluation criterion by which you can measure your work. Goals, in addition, are also a scale for assessing what has been achieved. Even the best working method is worthless if you do not clearly and unambiguously define what you want in advance.

Goals are the "instigators" of our actions, the motives that determine our activity. If any individual has set a goal for himself, then a state of tension arises as a result of this, which acts as a driving force and which disappears only when the goal is achieved.

Goals are visions of the future for which I want to do something. Otherwise, the goal remains only a good wish.

To set goals, you need to think about the future. Traditional thinking in terms of particular tasks is fraught with the fact that you get lost in the details. Thinking in terms of goals encourages the particulars to obey the whole:

Goal setting is an ongoing process because goals are not set once and for all. They may change over time, for example, if it turns out during the follow-up process that previous perceptions were fundamentally wrong, or that requests were over or under.

Knowing your goals and consistently striving for them means focusing your energy on things that really matter, instead of wasting your energy in vain.

Knowing your goals can mean significant self-motivation to work.

Random successes are good, but rare. Planned successes are better because they are manageable and happen more often.

Goal setting is an absolute prerequisite for planning, decision-making and daily work.