¿Cuáles son las estrategias de establecimiento de objetivos más efectivas para diferentes individuos?

Upskill/Reskill/Newskill Setting up of goals from a student point of view: Students often find themselves unwittingly caught in a rat race with unclear outcomes. It's crucial for them to first identify their core interests. Goals should align with passion and beliefs, leading to profound personal fulfillment. Nurturing talents, exploring possibilities, and maintaining unwavering determination are key. With passion and commitment, students can carve their unique paths, making the seemingly impossible achievable.

Specific: Clearly define what you want to achieve. Your goal should be specific, well-defined, and easy to understand. Measurable: Establish concrete criteria for measuring progress toward the attainment of your goal. Quantifiable metrics make it easier to track your achievements and determine when the goal has been met. Achievable: Ensure that your goal is realistic and attainable, given the resources and time available. While goals should challenge you, they should also be feasible. Relevant: Your goal should be aligned with your overall objectives and relevant to your broader plans. Time-Bound: Set a specific timeframe for achieving your goal. This creates a sense of urgency and helps prevent procrastination.

SMART IS A STRUCTURE Either KPI or OKR, we will talk about K = Key. Key means main, priority, top lists. We may list so many goals with SMART as a structure to narrate. But not all the SMART goals are key. While structuring goal with SMART is highly recommended, the task to determine the key indicator/result is the other important topic. Otherwise too many goals spreads randomly will disorienting your journey to the destination.

1. Specific: Clearly define your goal. Be specific about what you want to achieve, answering the who, what, where, when, and why. 2. Measurable: Establish criteria for measuring progress. Quantify your goal, so you can track your achievements and stay motivated. 3. Achievable: Ensure your goal is realistic and attainable. Consider your resources and capabilities, setting objectives that challenge but are reachable. 4. Relevant: Align your goal with your overall objectives and aspirations. Ensure it matters and is consistent with other aspects of your life. 5. Time-Bound: Set a deadline for achieving your goal. Having a timeframe creates a sense of urgency and helps in prioritizing tasks.

When setting goals, using the SMART criteria can provide a clear and structured way to define and communicate your objectives. By applying the SMART criteria, we can turn vague ideas into clear objectives, making it easier to plan, prioritize, and track our progress. For example, instead of a broad goal like "lose weight," a SMART goal would be "Lose 10 pounds in the next two months by exercising three times a week and following a balanced diet." This goal is specific, measurable, achievable, relevant, and time-bound.

OKR WITH MATH EQUATION When doing OKR, I challenge my team to apply math linier equation, where : Objective = Y Key Results = X1, X2, X3,.. Xn. So, Y = f (X1+ X2+... +Xn)+C When you confident enough to put weight factors to each Key Results : Y= f(aX1+ bX2+cX3+...+iXn)+C. Then you may priorities about 3-5 biggest weights, and put the rest as C to simplify your life. Key means top 3-5 significant contributory factors, which normally cross functions, cross working units that foster collaboration.

A great tip I picked up from the folks at Asana is setting ranges for the KRs (key results). Instead of having it be all or nothing, determine in advance ranges that might not be The Number but are still acceptable and represent progress. This is especially important when KRs are primarily dictated from above and can be more than a little aspirational.

OKR goals are result centric and this is the best part about them. These goals help you set specific and time bound targets which is extremely beneficial in the longer run! While being indulged in work, most people forget about their personal goals but this can help you achieve the same.

In today's generation, being able to focus for less duration, procrastination are some of the biggest challenges. Here, WOOH goals come for the rescue. Identifying your wishes and aspirations is something that everyone does, the main part is the application.

If you're setting personal goals it's critical to reflect and determine. Is this a goal that's aligned with my values and one that excites me? Many people get lost in trying to "keep up with the Joneses". Only to lose motivation and drive because the goal wasn't something they wanted in the first place. Personal goals are important and make life more fulfilling. But they must align fully with your core values and be something YOU want. Not what you think you 'should' want.

Rise and shine! We learn so much from history, so it is foolish not to use our past to help us grown in our future. Take a look back before planning ahead. But don’t look back to much or you will lose the focus on the goal. ⏰

The biggest thing to remember when setting goals for individuals is that everyone is unique and has different motivations. You cannot put together a one-size-fits-all plan and think the entire team will respond to it. So having conversations about what an individual's goals are is the first place to start. Once you understand their needs and objectives, you can take them, and the organization's needs for a person in that role into consideration to determine the optimal objectives. It could be developing them for advancement, upskilling them to perform in their current role, working on their weaknesses and gaps, or many other things. But without first understanding the individual, you are setting everyone up for failure.

I believe in own style and we learn in different ways. What works for you? SMART goals are great but I always invite my clients to look at the wish/goals they have, not the primary goals but the goal that has a strong feeling, then start with the very 1st step only then we can see where we want to go and how

In order to set goals in the organization for each employee, remember a few points: 1- Identify his or her interests 2- Know the goals and strategy of the organization 3- Find the intersection limit of the above two conditions

PERSONALIZED WITH OKR While Objective can be a strategic or tactical, Key Results are the elements that could stand as a single project or initiative. I found, offering to lead each initiative voluntarily to the team members could be a great way to personalized according their aspiration.

Olhe para sua equipe, e entenda qual o melhor de cada um para chegar no objetivo do time. A partir deste olhar, crie metas personalizadas com base nos talentos individuais. E entenda o que significa para eles, cumprir este objetivo. Defina também como será a celebração das etapas, lembrando sempre de incentivar e comemorar ao longo do processo, não apenas no resultado final.

Setting goals is not an isolated topic; in business environment, it should always be the step after setting your mision & vision, and strategy. In personal topics, it works similarly - although there sometimes, the path is the goal. Also, try considering what is the end (real, final) goal, and be prepared to change the means goals (steps needed to achieve the final goal) - agility and flexibility helps on the way. Finally, any methodology that fits you is good - if it helps you structure your thoughts and align with the others. It should, however, enable for both a reasonable, simple-to-follow implementation and a clear evaluation whether the goals are achieved or not (whatever their horizon or the topic is).

Feeling the need to overly formalize the goals process is often an inhibitor to both setting them and accomplishing them. I am a huge fan of the concept of starting with the end in mind. Where are you heading towards and then work backwards from there. You can also use the desired end state as your guidepost when making decisions. Ask yourself at each point if this action is getting you closer to your goal. If the answer is yes. Do it!

Probably the most important element to consider before setting goals is to do a thorough reflection of the current situation and truly assess where you stand in the moment. That also helps you recognize the work, effort and progress you may already have made towards achieving your goals, even unknowingly. A great tool I like to use for that is a SWOT analysis - it's a very versatile and adaptable tool that really allows you to form a detailed overview of current situation as well as focus points for your goals for the future.

SMART based goals are probably the best framework for setting goals. Regardless of the framework you use, the most important aspects of any goal is this: 1) clearly defined outcome that can be quantified/measured (e.g. $1.25m in sales) 2) clearly defined time frame (e.g. complete by 3/31/2023 3) assigned to only 1 person (i.e. someone MUST be accountable for its success) As a side note, for this to function, there needs to be regular check-ins to ensure progress is on track, or can be redirected if off track before it’s too late.

While SMART and GROW model frameworks are popular, goal setting is a dedicated task and a lot of thinking goes into it. What’s more important here is to do is ask a few questions: 1. Why I am doing it? 2. Do I have time to be consistent and enough motivation to accomplish it? 3. What could be the possible outcomes for me in this exercise? As people grow in age & experience, it’s difficult to bring them to reset phase and to help them upskill or for effectively transition.