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there is no favorable wind for those who do not know where they are going.
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Do you have smart objectives,
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a target towards which you can project and direct your action in the field.
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Having a vision and defining it into a strategy
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is certainly an essential step.
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will be to translate your vision into concrete actions and
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to define the monitoring indicators of your preset objectives.
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we will see how we can formulate our objectives,
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how to negotiate them,
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and the key questions to ask ourselves before committing.
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The SAT acronym reminds us with so much good
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sense of the main characteristics of a good objective,
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specific and simple,
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realistic and time-bound.
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Specific or simple,
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the outline of the objective is simple.
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It is precise and easily understood by all.
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A lack of clarity is among the first main
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factors causing overload and discomfort in the workplace.
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A lack of clarity regarding the objectives of each
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leads to conflicts over the division of responsibilities.
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The clearer our objectives are,
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the better they will be translated into action
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and ideally put into writing and the
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more you'll know where your responsibility lies.
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If you are a manager,
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ask your employee as often as possible to verbalize their objectives
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and upcoming actions in their own words in order to confirm
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you are on the same page.
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measurable means having concrete and or quantified indicators
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that can help us make sure that an objective has been achieved.
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A good indicator must be relevant,
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and above all verifiable.
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How do we know when the objective has been reached?
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That's the right question to ask,
00:02:21
because the client would be pleased.
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that's rather vague.
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If he had expressed it through an email or filled in a satisfaction survey,
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that would have been a bit more precise.
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This year my objective is to gain self-confidence.
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How would you know that you have gained self-confidence?
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What would you do?
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I'll make a suggestion during every team meeting that's much more measurable.
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The objective must be agreed upon by the person fulfilling it.
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you'd have some control over setting your goals on your life goals,
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but also at work.
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I really recommend the setting of objectives be done through mutual agreement
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between the superior and the employees.
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Objective-based management
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implies that objectives are negotiable.
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Otherwise it is not an objective,
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Sometimes in a company it's difficult to negotiate the expected outcome.
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You can at least negotiate the means of this objective though.
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The time allocated,
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the human resources who could help you,
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the financial resources,
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the setting of new drivers for action,
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negotiating an objective means suggesting in a constructive way a new objective,
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differently formulated or oriented.
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It's not about saying no,
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here's what looks more relevant to me.
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This is what I'm willing to commit to.
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The negotiation margin of the objectives you'll have with your superior
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depends on your autonomy,
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and your company's culture.
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if an objective is not validated,
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accepted by whoever will have to implement it,
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then it's not the right objective
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or the person is not in the right place.
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meaning accessible,
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If the boss and their employees have agreed on the objective,
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it is a sign that the objective is
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considered attainable and realistic by both parties.
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But is it really in personal development,
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it's believed that an objective is not well formulated
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if the result is not 100% in the hands of the person working on it.
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From this perspective,
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one could say that 95% of the objective set in companies are poorly formulated.
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We are for the most part
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interdependent on our work
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and therefore the achievement of a goal also depends
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on those around us and in the economic context.
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Committing to the finalization of a project,
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guaranteeing a turnover or the contractualization of 5
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new clients are objectives that are beyond control.
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For sure we will have an influence on their attainment,
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but we do not have the power to make progress
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on the work of another colleague in the same project.
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We do not have the power to grab the client's hand and make them sign a new contract.
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Making 50 prospecting calls a day is a goal that is under my control,
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provided I have a working phone and access to a database.
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Having an appointment with a prospect every day
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is not under my control.
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The person in front of me is always free to decline the interview proposal,
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even if I'm an excellent salesperson.
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I therefore invite you to discard or reformulate differently the objectives
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whose achievement depends too much on external people or factors.
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T as in time bound,
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an objective must be set in a specific timing
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Do you have clearly set deadlines,
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and have you made provision for contingencies?
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How much time will you need to reach the objective?
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What will be the intermediate stages throughout the year?
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This year I'm going back to learning Spanish,
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or this year I'm going back to sport.
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These are not specific,
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nor time-bound objectives.
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these are objectives to smart eyes.
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This year I'm following the Spanish assimilation method of 100 lessons.
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This means 2 lessons per week.
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This year I'm joining the gym
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and I'm going every Thursday night between 7 and 8 p.m. after work.
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Now that's more smart.
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Here are a few questions to ask yourself
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if you want to make sure that you're committing to the right objectives.
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Does this objective benefit one of my chosen priorities?
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before setting your objectives,
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you should already have determined your priorities,
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personal or professional life priorities.
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If your priority is to take care of your body this year,
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the objective of getting a massage is in the targets.
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The goal of watching this TV show all night long may not be.
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If your professional priority is to delegate to your employees,
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then fulfilling this project on your own does not fit into your priorities.
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do I know how this objective will benefit me,
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Make sure that this objective means something to you and those around you.
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Am I 100% sure I'll reach this objective?
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If the answer is no,
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are you sure that this objective is realistic?
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Can it be reformulated?
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If the answer is yes,
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if you're 100% certain of reaching this objective,
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then were you ambitious enough?
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Can you give yourself a little bit more of a challenge?
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are my objectives displayed and visible?
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Do your regular conversational partners,
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your colleagues,
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know your objectives?
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Could someone prevent me from reaching my objectives?
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Who and what should I do?
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as soon as I sit in front of my online course on mediation,
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because this year my priority is personal development,
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my colleague or my son.
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How do I hold on to my objective
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when faced with interruptions and solicitations that
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will interfere between me and my objectives?
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Prepare your strategies and responses beforehand
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so as not to be taken by surprise.
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