Goal setting methods...
Goal setting methods...
(OP)
I was wondering if any of you have any specific goal setting methods or techniques you find useful.
More specifically is there any method other than the normal paper and pencil method that you have utilized to great success?
I will often write down goals on paper and then kind of forget about them after a while. I have them in mind, but don't review them as much as I should. I have contemplated getting one of the software based systems for goal tracking. Can you recommend any of those? I know there are alot of them out there, so I was looking for feedback on any specific ones that you found useful.
More specifically is there any method other than the normal paper and pencil method that you have utilized to great success?
I will often write down goals on paper and then kind of forget about them after a while. I have them in mind, but don't review them as much as I should. I have contemplated getting one of the software based systems for goal tracking. Can you recommend any of those? I know there are alot of them out there, so I was looking for feedback on any specific ones that you found useful.





RE: Goal setting methods...
I recommend checking into something like this. The software itself is a tad buggy--but if you don't do all sorts of tweaking (like I tend to do) you probably won't crash it as much as I have done and will be quite satisfied with it. The Franklin Covey store I went to gave me their software (and other great Palm-based software) at the same price as other stores offered the Palm itself--a good deal even if you decide not to use the software.
By the way, I'm the type of person who never used to use an organizer (paper planner). I now make great use of my Palm.
Jeff Mowry
Industrial Designhaus, LLC
http://www.industrialdesignhaus.com
RE: Goal setting methods...
RE: Goal setting methods...
Jeff Mowry
Industrial Designhaus, LLC
http://www.industrialdesignhaus.com
RE: Goal setting methods...
So far, it appears to work well, the company has had over 5 quarters of double digit growth and has set some internal records for sales & income. Bonus checks have been nice in this day and age.
Regards,
RE: Goal setting methods...
RE: Goal setting methods...
Maui
RE: Goal setting methods...
corus
RE: Goal setting methods...
Cheers
Greg Locock
RE: Goal setting methods...
Maui
RE: Goal setting methods...
>> Top-down allocated goals. If correctly done, then there are tangible goals at your level such as 5% increased productivity, or using a new tool that will reduce analysis time, bring in one contract [actually was my manager's goal], etc.
>> Bottom-up goals. These are the goals that you and your manager establish that relate to your personal development, e.g., learn a new tool, increase your job responsibilities, learn to delegate more [that always shows up on my review
Again, hypothetically, the goals need to be monitored regularly for progress and there should be management and employee buy-in and dedication to fulfilling the agree-upon goals.
Usually, most companies fail miserably on even establishing goals and/or figuring out how to allocate more meaningful goals downward. If they at least manage that, they fail miserably at monitoring and encouraging progress toward those goals.
This, to be fair, is a non-trivial proposition. And just because it's difficult and often prone to failure is not a reason for condemning or ridiculing the process. In some sense, at least there is a attempt at raising you above the level of a mindless cog in the machine.
You could rise to being an entire gearbox!!
TTFN
RE: Goal setting methods...
OK, that's fun, but not relevant.
Advantages: it is rational, flexible, and focussed. If you and your manager agree on a particular emphasis, that's fine, that's between you and him.
Disadvantages: it is actually quite time consuming to produce properly aligned objectives for technical functions (like mine) in a manufacturing based organisation. To be honest we regard it as more b- paperwork, and tend to do our cascades 20 minutes before they are due in. The cascades tend to be target driven which also lays a veneer of objectivity over the process - which is a sham. Objective measures of an engineer's performance are hard to come by (we actually use a sort of 360 degree review for the important stuff like pay rises).
Cheers
Greg Locock
RE: Goal setting methods...
Pretty much still working for us as we have finished 8 quarters of continued growth.
Regards,
RE: Goal setting methods...