Professional Documents
Culture Documents
Goal-Setting :
Goal-Setting Charting the Roadmap to Excellence
Perspectives on goal-setting :
Perspectives on goal-setting Setting goals is the first step in turning the invisible into the visible. Anthony Robbins A goal properly set is halfway reached. Abraham Lincoln People with clear, written goals, accomplish far more in a shorter period of time than people without them could ever imagine. Brian Tracy Without goals, and plans to reach them, you are like a ship that has set sail with no destination. Fitzhugh Dodson Progress has little to do with speed, but much to do with direction. Author Unkown
Slide 4:
Goal alignment at the University UD Strategic Plan College/Division Goals Unit/Department Goals Employee Goals
Goal-setting components :
Goal-setting components Goal: statement of results to be achieved within a specific timeframe Standard: ongoing performance criteria to be repeatedly met or exceeded Competency: personal attribute, ability or skill an individual demonstrates at work Stretch Goal: extremely ambitious goal that prompts outside-the-box thinking
Motivational benefits of goal-setting Setting specific, challenging goals helps to increase job satisfaction and performance. Feedback helps employees understand what they should continue doing, stop doing, or start doing to attain the goal. Maintaining goal commitment is important, e.g., focusing on outcome expectancies (how my actions affect the goal) and selfefficacy (the belief that I can achieve it). Resources (especially employee training and skill development) should be made available and obstacles removed. Gary P. Latham , Motivate Employee Performance through Goal-setting
Is it specific? :
Is it specific? Greater chance of achieving specific rather than general goals Clearly defined why? what? when? how? Written and detailed Example General: Lead a healthier lifestyle in 2008 Specific: Improve health by exercising 3 hours per week and by losing 30 pounds by December 31, 2008
Is it measurable? :
Is it measurable? If you cant measure it, you cant manage it! How much? How many? When? Observable or trackable results Relevant benchmarks or metrics to assess progress and attainment Example While 30 lbs and 3 hours/week is easy to measure, more relevant measures of health improvement may be changes in blood pressure, cholesterol or percent body fat.
Is it achievable? :
Is it achievable? Likelihood of success Attained with a reasonable amount of effort and application Possess (or can develop) the abilities, skills or knowledge to attain Example Achievability can be improved by developing knowledge of weight loss methods (e.g., Weight Watchers) and fitness programs (e.g., Employee Fitness Center)
Is it realistic? :
Is it realistic? Practical and manageable Relevant to individual and organization Necessary resources are available Flexible vs. rigid Example Rigid requirements can weaken motivation. Exercising 3 hours weekly rather than hour daily for 6 days/week is more flexible and more realistic for some.
Is it timely? :
Is it timely? Anchored within a time frame Start date, finish date and/or deadline Averts procrastination Timing can impact attainability Example Losing 30 lbs in 12 months is reasonable. Losing 30 lbs in 1 month is unreasonable.
Resources for goal-setting and performance evaluation Human Resources http://www.udel.edu/EMPRELATION/appraisal.html Morris Library Other colleges and universities Internet For help with job descriptions, contact HR-Classification at 831-2171 or hr-class@udel.edu.