How to Make Effective Goal Setting by the Leader?

The ability to set clear practical goals and objectives is one of the main basic competencies of an effective top manager.

But as practice shows, the goal-setting stage is difficult for many managers.

The most common, simple, and effective way to set goals is once again worth mentioning before discussing mistakes.

Using the smart system. In accordance with this system, the goals should be:

The goal should be the ability to set clear practical goals and objectives is one of the main basic competencies of an effective top manager.

But as practice shows, the goal-setting stage is difficult for many managers.

When creating a goal, be specific. For example, instead of saying “I want to lose weight,” try “I want to lose ten pounds by the end of the year.” This will help you to track your progress and make sure you are making progress.

If the goal does not have any measurable parameters, then it is impossible to determine whether the result is achieved.

Make sure that your goals are something that you can realistically achieve. If you are aiming to run a marathon in under four hours, don’t set a goal of running a marathon in three hours.

Goals are used as an incentive to achieve some goals and thus move forward through success. Choosing goals that would lead to increased stress in your life is not a good idea.

It is enough to set challenging goals that require effort, but at the same time keep in mind that they must be achievable.

Objectives should be characterized in terms of the result, not the work being done.

This is how efficiency is achieved.

Set a goal to arrive at work an hour earlier, but without defining what the expected result will be, you can just drink coffee or chat with your colleagues.

Any goal must be achievable in a certain time dimension.

Strange as it may seem, leaders, make basically the same mistakes, which at some point turn into excessive dependence on the system.

When choosing performers, it is also necessary to pay attention to the relationship between employees and managers, they can be too subjective and interfere with the choice.

One of the main competencies of a leader is the ability to delegate authority.

However, some managers, instead of setting a task for a subordinate, do it themselves, justifying this by saying that explaining too long will make a mistake anyway, it is too responsible and difficult, etc.

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