Achieving results: goal setting, stages, methods and motivation

Everyone has faced a situation where big goals never became something tangible and real. Enthusiasm fades away - and it’s very difficult to force yourself to continue. It's a matter of internal resistance. A new look at this phenomenon and recommendations for combating your own stubbornness are offered by Danielle Laporte, author of the book “Live with Feeling.”

Any undertaking requires not only time and effort, but also quite strong motivation. As a rule, rarely does anyone experience problems with this at the start, but as you move forward, the desire to change something in your life becomes less.

This can also manifest itself in a sharply negative form (“Nothing worked out! I won’t try again”), and be disguised as a lack of time and constantly arising obstacles. An elementary example is playing sports. In the first days of training, you literally fly on the wings of a healthy lifestyle, not love, you feel great and full of energy, and two weeks later you find yourself a victim of a huge portion of pasta and a glass or two of dry wine, reclining on the sofa and peacefully reading the next business novel. What happened?

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Setting a goal

Without goals, a person's life becomes boring and uninteresting. After all, it is setting tasks and solving them that help us wake up and move forward, despite all the difficulties and obstacles along the way. Goals may not be particularly significant or, on the contrary, serious and difficult to achieve. But in order for all of them to be achieved, the correct goal setting is needed. And how to do it?

Every day we set ourselves certain tasks and fulfill them. But sometimes people tend to confuse concepts such as goal, desire and dream. In some ways they are closely related to each other and may be dependent on each other, but nevertheless they are different. Sometimes a desire develops into a goal, but it may remain just one phrase “I would like to...”. A dream is something magical and abstract. But as for the goal, it is always supported by certain actions and has a specific formulation. But in order to realize what is planned, it is necessary to correctly define the goal setting. As a rule, without a clearly formulated goal, it is difficult for a person to move forward. Thus, his life path becomes meaningless and empty.

Also, a given goal may not lead to the expected result. Achieving results directly depends on setting goals. This is explained by the fact that specific attitudes influence the subconscious, thereby attracting the right decisions and the right people into a person’s life. There is a certain system for achieving results, which includes a number of stages.

How to achieve the desired result: psychology of activity for a manager

“Whoever wants is looking for opportunities, whoever doesn’t want is looking for excuses”

Today they talk a lot about motivation in the context of personnel management, but somehow they unfairly forget about the psychology of activity.
But this is a very important topic and the psychology of motivation is part of it. The goal of people management at any enterprise is to obtain the desired result from each employee to achieve the global goals of the company. It is the presence of a goal that distinguishes activity from activity. Coming to work on time, actively participating in discussions, and carrying out certain actions for a long time and painstakingly is activity. All this becomes an activity when we understand WHAT we will get as a result or WHY we perform various actions.

Initially, the concept of activity was considered by such outstanding Russian psychologists as L. S. Vygotsky, S. L. Rubinstein, A. N. Leontiev, B. F. Lomov. The concepts and goals of these researchers were in many ways different, sometimes unnecessarily opposed. But if we consolidate all these concepts, we can identify three basic elements. And all the differences in approaches are related only to which particular block is given more attention.

1. I WANT - I have an internal need or desire. This is the basis of intrinsic motivation. “I WANT an apartment / a car / to travel around the world / to get married, etc.”

2. CAN, includes:

• competencies, including knowledge, skills and abilities required for this activity.
• resources necessary to obtain the desired result: technical, informational, administrative, time and others.

The CAN block is the most favorable for adjustments. Relevant skills can be easily developed with motivation, and the necessary resources can be found.

3. WILL - this is the willingness to make volitional efforts and realize intentions. This is the most energy-intensive element in all voluntary activities. Therefore, the transition to activity is the most problematic.

There is a wonderful parable: One man complained to the whole world about great bad luck. He said that he couldn’t even win the lottery. A man constantly asks God for help. Every day he prayed and asked to win the lottery. But there was still no help from God. So he asks for a month, a second, a third..., a year, a second, a third... And suddenly a voice comes from heaven: “Well, you should at least buy a lottery ticket!” Remember that wishes and prayer without action are unlikely to lead to results.

Well, the most important thing in any activity is the desired RESULT . After all, activity is carried out for its sake. It is the presence of an expected result that distinguishes an activity from other types of activity: games, communication or cognition. Understanding the end goal of effort gives meaning to our actions. And this has a huge impact on our motivation, that is, I WANT.

Let's look at these elements from the point of view of personnel management tasks.

I WANT: to create and maintain motivation among employees

Motive is the internal urge of a person to engage in certain behavior to satisfy needs. Motivation in management is the creation of conditions that encourage a person to act and achieve the goals of the organization.

Motivation is not only pay or a set of activities to improve team spirit. Any manager is engaged in motivation at each stage of management: from planning to motivating feedback, which stimulates a person’s desire to correct his shortcomings and work better in the future.

A leader is exactly the person who helps a subordinate find personal meaning in work and transfer the requirements of the position from “need” to “want.” That is, from external forced motivation to internal, personal motivation. Indeed, with weak internal motivation, the final result may differ significantly from the desired one in terms of quality or implementation time.

I CAN: teach skills and provide resources

Here, the manager’s task is to assess the employee’s abilities and skills necessary to perform the relevant activities, create conditions for training and development, and also provide the necessary resources.

WILL: stimulate and support the activity of subordinates in the implementation of the planned

This is perhaps the most difficult thing. Often the dreams of owners are broken by the human factor on this cliff . Having been inspired by the burning eyes of their subordinates and having created all the conditions, business owners already believe that the employee will certainly show activity. But this is a systematic survivor error! What worked for some is not a fact that it will work just as well for others. Yes, there are exceptions. But in the vast majority of cases, hired employees prefer to save their own efforts. Not out of malice! But just for personal comfort.

Therefore, I want to emphasize the importance of paying close attention to maintaining the willpower of employees.

For this:

• Encourage people to start activities . It is difficult for some people to do this on their own due to neurophysiological characteristics. Others are just lazy.
• Maintain the process with periodic monitoring. A volitional impulse, if it is not based on physiological needs, tends to quickly fade. This is neurophysiology. Control over the process allows, on the one hand, to identify errors in a timely manner, and on the other hand, to demonstrate patternism, which increases the performer’s sense of significance of his work.
• Provide correct feedback following the completion of a task or at the end of a period. This will avoid repeating mistakes and consolidate a positive professional experience. And any feedback lets the employee know that he is considered part of the team and his contribution has been noticed.

The RESULT of each employee's efforts must be related to the key goal of the business.

Every company has a main goal for which everything happens. It can be ambitious about conquering the world or more down-to-earth. But it is precisely this goal that underlies the planning system, which is detailed down to the specific tasks of each position in the company.

The result of an employee’s activities is the implementation of specific tasks or high-quality performance of their job duties, which allow other employees to achieve the company’s goals. Having a clear and achievable desired result is an additional way of motivating the performer . The more detailed the job description is or the more precisely the business objectives are formulated, the higher the likelihood that the activity will be productive. Don't forget about KPIs. These indicators are very useful in determining the actual performance of employees.

But an employee’s lack of understanding of the final result of his work creates conditions for imitation of hectic activity, procrastination, or the development of emotional burnout syndrome.

It is worth noting that it is useful for a manager to know whether the personal system of goals of each employee coincides with the work one. Because it depends on how much the actual result will correspond to the company’s expectations and how long the cooperation will last. You shouldn’t naively believe that a well-developed company brand guarantees 100% loyalty. Remember, people are selfish. And if personal goals begin to clearly contradict corporate ones, a person will choose personal ones. This is a given.

When your employees are not achieving the results you want, it is worth looking at their performance in terms of the elements described above. Ask them a few questions and you will understand where exactly the difficulties are.

Attention! You need to answer regarding the specific task at hand.

Here is a sample list of questions:

Check I WANT

• Do you want to do this activity?
• Is the task set for you in the category of “want” or “need”?
• Does this activity correspond to your inner motives?
• To what extent do you believe in the success of achieving this goal (0-100%)

I CAN check

• Do you have the necessary knowledge?
• Do you have enough experience (skills) for this activity?
• Does your busy schedule allow you to achieve your goals?
• Do you have the resources to achieve the desired result?
• What other resources do you need?

Checking WILL

• Does this activity fit into your immediate plans?
• How do you assess the balance between risk and benefit? Can you change this ratio? (this question will help identify a common fear of failure)
• How will your efforts be rewarded? (the benefits can be not only financial, but also emotional or intellectual)
• How ready are you to start this activity in the next working day? (0-100%)
• What will you do to encourage yourself as you move towards your goal?

For us, what we put effort into is always more valuable. Questions like these stimulate thinking and increase engagement. And the answers you receive will help you determine exactly where it’s worth making extra efforts to get the result you want.

You need to answer these questions as sincerely as possible. This will only take 5-10 minutes. When working with difficult goals, it is useful to write down the answers so that you can return to them after a while. By the way, adjusting the intended result after such questions is a common thing!

About forced helplessness

Let's look at a special case. Sometimes an employee fails to complete assigned tasks. He is confused and begins his excuse with the words “I can’t...”. In psychology, phrases like “I can’t...” refer to cognitive errors or mental traps. Forced helplessness keeps a person captive to delusions about his own helplessness and prevents objective and conscious management of his life.

The phrase “I CAN’T” allows you to escape personal responsibility, shift the blame to external circumstances or specific people, and also helps to hide your true motives from others. By saying “I CAN’T,” a person takes a passive position and emphasizes his dependence on the context. This can lead to feelings of guilt, blaming oneself for incompetence, or other negative automatic thoughts. Sometimes this phrase hides soft reverse delegation, the purpose of which is to simply transfer the execution of one's work to a mentor, manager or colleague. But in both options there is a risk of not getting the desired result from the employee’s activities.

It would be much more accurate to use phrases instead of “I CAN’T...”

• I DON'T WANT = “I have no actual need for this”
• I WILL NOT = “I am not willing to put in the effort at this time.”

The manager’s task in such a situation is to help understand these obstacles on the path to the desired result, as well as increase the employee’s responsibility for his actions.

Case Study

A month and a half ago, Nina was promoted to store manager. The team consisted of very strong active sellers. The complexity of the situation was that now she had to manage those who had recently been her mentors. Nadya approached the director of the network with the problem that she CANNOT manage this team. She noted that it was difficult for her to delegate additional tasks to experienced subordinates and to ensure that they were completed.

After analyzing the elements I Want - I Can - I Will, it became clear that the problem is not in delegation and control skills, but in other blocks:

• I DO NOT WANT to spoil relationships with colleagues who have been mentors to me.
• I WILL NOT delegate additional tasks to my former colleagues. I'd rather do everything myself.

That is, the cause of management difficulties was the fear of losing attention from significant colleagues. But after a joint discussion, Nina was able to find new motivators for herself, ease her anxiety and feelings of guilt. The problem was solved! And a month later, she was already able to easily manage a stellar team and enjoyed respect among her subordinates.

A little history: in the photo Jim Thorpe is a real Indian, an athlete,

American athlete. At the 1912 Summer Olympics, Jim from Oklahoma represented the United States in track and field. The morning before the competition, his shoes were stolen. Jim found two shoes in the trash can, but one was too big, so he had to put on an extra sock. Jim won two gold medals in these shoes that same day.

This story is a great reminder that you don’t have to put up with circumstances and wait for ideal conditions and sufficient resources. After all, Jim could have said, “I CAN’T compete because I don’t have shoes.” But his WANT and WILL help find a way out of the situation and the Olympic medal was won.

And if your subordinates do not get the result you want, and out of habit they are looking for excuses, then help them clarify I want - I can - I will for a specific goal or activity.

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Choosing goals

Think and write down your most cherished goals. It is important that they are not imposed by friends or relatives. To achieve the planned results, first of all, you need to choose a long-term goal. This may be what you desire most and with all your heart. Your dream should evoke feelings of slight excitement and inspiration. Once you've written down your main goal, write down at least five more life goals related to finances, family, hobbies, health or community. The model for assessing the achievement of the planned results of mastering this skill includes questions of the following nature:

• Who I want to be?
• What do I want to do?
• What do I need to feel completely happy?
• Will I get satisfaction from achieving my goals?
• What will happen when they come true?

Each goal should be recorded on a piece of paper, otherwise there is a chance that they will remain just a dream. Also pay attention to the wording. Replace the phrases “I want” with “I will” or “I have.” For example, instead of “I want to lose weight,” you should write “I will be slim.” “I want to avoid poverty”, “I don’t want to live with relatives”, “I want to get rid of extra pounds” - these are all incorrect negative formulations. It is important that your goals are clear and specific. For example, if you dream of a brand new car, then write down what brand, color and even equipment you would like.

— 10 skills necessary for a successful person.

______

1) Oratory. An extremely important success factor, needed by every person who wants to succeed. Sooner or later you will have to speak in public, and it will be very bad if you cannot clearly explain to the people looking at you what you want and why. Constantly develop your art of speaking, if you are too shy, try speaking for yourself, then make a speech in front of your friends, and then you can launch heavy artillery and speak in front of an unfamiliar audience;

2) Writing skills. In order to clearly express your thoughts on paper, you need to think logically. But if you express your thoughts clearly and beautifully, it’s still unlikely that anyone will be able to read what you wrote normally if you have “doctor’s” handwriting. Logic and calligraphy are components of this skill. (Read the article about the formation and development of skills).

3) Self-discipline. In other words, willpower. In order to work, you need to be a fairly disciplined person and procrastinate less. Then there will be nothing but disappointment if you don't do your job here and now.

4) Ability to work in a team. This does not necessarily mean any office. Even if you are a single professional, you still need to be able to attract customers, employees, colleagues and just acquaintances who can help you implement your plans.

5) Critical thinking. Optimism is a very good trait, but optimism should not be confused with rose-colored glasses. Evaluate your ideas soberly - and you can become a successful person. Otherwise, you risk overstraining yourself at the beginning of the journey.

6) Decision making. Everything described above is relevant only in one case - if you know how to make decisions and carry them out. You can plan a bunch of things to do for a day or a year. All of them will remain on paper if you do not know how to do what you planned.

7) Mathematical mind. You don't have to be able to calculate matrices or triple integrals in your head, but you need to be able to work with numbers quickly if you want to achieve anything in this life.

Search. New ideas will never appear if you don't look for new information that is useful for your current activities. You definitely need to look for something new, and creative ideas will appear at the same moment.

9) Relaxation. A successful person must be able to relax. You can be successful for five years, and then get stressed and burn out at work. Are you okay with this? It’s unlikely, because success is very pleasant and can be enjoyed indefinitely. A person who knows how to work must also be able to relax. (Read relaxation exercises).

10) Basic financial skills. No one is forcing you to calculate Microsoft's annual budget in three seconds, but you still have to know the basics of economics if you want to succeed.

The material was prepared by Dilyara specifically for agydar.ru

Setting subgoals

When the list of large-scale goals is ready, you need to make a plan for the near future. At this stage, we need to break down large tasks into small ones. Write down each step you need to take to achieve the result. A step-by-step solution to tasks and subgoals will help you rationally organize resources and time, and also lead to the realization of your main goal. For example, let's say you are trying to buy a new apartment. To do this, you need to select the desired housing, find out its cost and set a purchase period. When analyzing your goals, soberly assess your income level and think about what you can do to get closer to your dream. In this case, it is necessary to draw up a detailed plan for further actions to implement the plan. If you need to increase your income, then think about how this can be done. You can find a part-time job or learn a new profession, etc. Solving small tasks gives us the strength to move forward, as well as evaluate the achievement of planned results.

Factors that hinder goal setting

Let's look at the main internal obstacles that prevent us from effectively setting goals.

Negative experience

If you have previously set goals and failed to achieve them, you may develop a subconscious fear of new goals. It seems that the negative experience will be repeated again and will hurt your self-esteem.

In this case, you need to seriously analyze the reasons for the failures and work on the mistakes. Think back to one of your unachieved goals and think about what went wrong with it. Maybe she was too unrealistic? Or have you allocated little time to complete it? Try to take these nuances into account in the future and not repeat mistakes.

Every time you feel resistance when trying to formulate a goal, overcome it with an effort of will. Take a particularly responsible approach to your first goals after the break. They should not be too complex and not too distant in time. So that you get results and a supply of motivation for the following goals as quickly as possible.

Lack of self-confidence

Many people deliberately do not set goals because they do not believe in the possibility of their implementation. This avoidance is called a loser complex and is quite common in anxious, infantile people. They can easily be recognized by their habit of whining and complaining about life, throwing ashes on their heads, and becoming poor.

If you notice such tendencies in yourself, the first thing you need to do is to realize responsibility for your life. No one will live it for you. And you too will experience the bitterness of broken hopes and aimlessly lived years. While you are trying to hide from life and sit in the rear, all the most beautiful things are passing by.

Remember: failure is not as bad as inaction. Every failure ultimately brings success closer, and inaction only brings emptiness and death closer.

Frustration

Frustration is the absence of desires, aspirations, and ambitions. Surely you have met people who look down on the dreams and goals prevailing in society. World fame? No thanks! Marry? It's better to be alone! Have a beautiful figure? Here’s another thing: let them love me for who I am!

These people consider themselves special, not like everyone else, almost chosen. In fact, they simply became victims of a common and very harmful psychological defense - devaluation. And now everything that for some reason is inaccessible to them is perceived as unnecessary, alien and unworthy. In order not to experience the stress of falling self-esteem, the brain blocks desires and plunges a person into frustration.

This has happened to me more than once. After I attended driving school and received my license, I was very scared to drive on my own. In order not to be tormented by the thought that I was a coward, and not to experience the stress of overcoming fear, I decided that I didn’t really need it. 10 years have passed, I still don’t drive a car and I reproach myself for my cowardice and short-sightedness.

To avoid falling into this trap, you need to realize that the lack of opportunities is primary, and your reluctance is secondary. That is, first you realize the impossibility of getting something, and only then the brain turns on devaluation. Learn to be honest with yourself - this is one of the most important skills. Mentally give up only what is available to you. This is especially true for generally accepted values: a high standard of living, relationships and family, beauty, power, universal recognition, etc.

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General disorganization

If total chaos reigns in life, then there is no time for goal setting. I would like to sort out routine everyday tasks. It's hard to plan anything when your left leg doesn't know what your right arm is doing. So before you start setting goals, get your life in order. Time management can help you!

Ways to stay motivated

Many people decide to start learning foreign languages, doing fitness, quit smoking or go on a diet on Monday. But sometimes this process drags on for many years, and enthusiasm is replaced by laziness and boredom. In order not to put off your planned tasks to achieve your goal until tomorrow or not give them up altogether, you should motivate yourself. Once we have decided on the goal and outlined an adequate action plan, it is necessary to use the right approach to solving the tasks. Let us explain: an adequate plan means the rational organization of a person’s time and life resources. You need to be able to allocate time in such a way that it is enough for yourself and for realizing your goals. Below are ways to stay motivated.

The theory of internal resistance: how to deal with it?

As soon as you take the first step towards improving your life (for example, moving to a new job, starting a fitness program that promises great results, or ending an unhealthy personal relationship), your brain “welcomes” your endeavor - a large amount of endorphins and feel-good neurotransmitters, serotonin, are released and dopamine.

These hormones cause the body to feel happy. Hence the emotional uplift, endless energy and positive feelings.

But after some time, the level of neurotransmitters drops to normal values, and along with them your vigor and desire for change evaporate. Let's go back to the same gym. On the first day you are on the rise, you feel drive and excitement. On the second day, training goes just as great. But on the third day resistance arises: fatigue slowly accumulates, and it’s no longer so easy to exercise. On the fourth day, cursing everything around you, you trudge into the hall, and on the fifth you stay at home. That is why by the second half of March the halls are empty - those who want to lose weight by summer put off the idea until later.

But in reality, even though you feel bad, it’s worth continuing. At this time, the body adapts to the new (strictly speaking, old) level of endorphins and neurotransmitters, so you feel like a drug addict who has been deprived of his dose. You just need to endure it.

The most difficult stage is the first 16 days. After this everything becomes easier.

Instead of giving up new healthy habits that make you feel negative, change the way you think about the resistance itself. Try to accept and love it, because resistance is a celebration: celebrate, because change is really happening, and it is resistance that indicates this.

Don't forget about physical condition

There can be no talk of any motivation when a person feels bad. No matter how trivial it may sound, your physical activity and good health will help you achieve your goals. To do this, it is necessary to introduce some elements of a healthy lifestyle:

• keep a daily routine;
• watch your diet;
• Limit alcohol consumption if possible.

Changing a regime is quite a difficult matter. It is possible that switching to a healthier option will make you feel worse. But you just have to be patient. Leaving your comfort zone, whatever it may be, is always difficult.

Sports psychology in life

Sports psychologists can answer this question. Motivation is the main problem of athletes and their mentors; without it, it is impossible to achieve good results and achieve victory. Preparing for competitions includes not only, let’s say, physical, but also psychological work. After all, no matter how gifted an athlete is, if he doesn’t have a sparkle inside, you can forget about great achievements. Since the existence of sports psychology, hundreds of methods for increasing motivation have been developed, including emotional, moral, psychological and material aspects. And all for the sake of achieving higher goals. Closely related to the concept of motivation is another concept—resistance. Todd Herman, a top-notch sports psychologist who helps athletes win Olympic medals, describes his own theory of resistance. It must be said that it has a serious scientific basis.

Analyzing our steps

Each of us needs support and someone with whom we can discuss progress on the plan to realize our goal. By sharing your emotions and thoughts, you can get to know yourself, your aspirations and motives even better. A look from the outside will help to analyze the assessment and compliance with the achievement of results. Also, during the conversation, you will inevitably have to touch on the final expected outcome of your work, which will become the main motivator. It is quite possible that such an analysis will reveal incorrectly set goals or find shorter paths to them.

Achieving results. Way

Metaphor:

The manager walks through the store and sees a young salesman. First day as hired. He arranges for the buyer a car, a car trailer, a motor boat, fishing rods, a tent, and all the camping equipment in addition. The manager approaches the seller and says:

-How did you manage to sell so much?

— It’s very simple, a man came in to get pads for his wife. The seller answers.

- I don’t see the connection. The Manager speaks.

- Well, how about it? The seller answers. -During these days, I simply suggested that the man go fishing, and when fishing you need a tent and a boat, all this needs to be carried on something, and I suggested that he buy a car and all the camping belongings do not fit in the car, and for this I offered to buy him In addition, a trailer for the car. The total purchase amount was $50,000. A curtain.

How to build a relationship with the Chief Achiever? Everything is very simple. Only the same Achievers can work for the Achiever’s boss. The value of technology to the Achiever boss is the key to it. Everything you want to explain to the Achiever needs to be divided into stages. Place these stages as they progress, one after another. This will be the technology for him. Then his value will be satisfied. The next value for the Achiever boss is Difficulty. The task must be difficult to achieve. And then the Chief Achiever will take it up and lead his subordinates, who are the same achievers as he is.

If the Achiever is told that “Few people have gone to the North Pole, and especially few have returned, we, of course, have little faith that you will return and cope, but at the same time we strongly doubt it.” The Achiever will take on this with joy. Difficult achievements are the second value in the work of an achiever. And his success.

Learning to plan your actions

In order to achieve a certain result, it is important to plan your day and your life in general. Many people underestimate and deny the importance of this method, but it is worth considering that all successful people make plans for years in advance, which gives them a clear procedure and high results. There are several important axioms of time management:

• It is necessary to record your goal in writing. If it is not indicated on paper or in an electronic diary, then it does not exist.
• Make a list of to-dos and tasks for the next day in the evening. By spending ten minutes a day, you can increase your productivity by twenty-five percent.
• Divide large tasks and solve them step by step.

How do goals help you achieve results?

Goals keep you focused

When you get sucked into email or Slack, or start reacting to things as they happen, having goals in front of your eyes brings focus back to the right priority center. This greatly improves productivity.

Goals force you to compete with yourself

A competitive spirit always makes you strive harder for results. When there is no opponent nearby to compete with, it kills the inner “winner”. Goals help you compete with yourself and stay active.

Correct goal setting

Above, we identified the importance of competent goal setting when planning goals. I would like to focus on the principle for formulating and setting local goals in time management. This professional tool is called SMART. According to this principle, the goal should be:

• specific (Specific);
• measurable;
• Attainable;
• relevant or significant - you need to determine in advance whether this task will help achieve the goal (Relevant);
• time-bound.

The main criterion for the usefulness of this principle is specificity and the ability to focus on current tasks without losing the general vector of direction.

Take the time to set the right goals

It is very important to understand that you will not achieve your goals until you sit down and take the time to formulate them. Without developing goals, you will probably just complete one task after another. Constant employment and low efficiency are guaranteed.

The larger your company and team, the more time you need to devote to setting goals correctly. Otherwise, the amount of routine will continue to increase, in the absence of rapid progress. You simply won't produce great results for your company.

Setting the right goals is just as important as automation. After all, they both serve the same purpose and even, to some extent, have similar logical mechanics. Ultimately, everyone benefits from the right goals: you, your employees, your company.

__________

Source: https://medium.com/@padday/to-perform-at-your-best-focus-on-goals-not-tasks-d7414cb920cb

Analyzing our result

In any activity, remember to sometimes stop and look back to draw pragmatic conclusions from your experience. At the intermediate stage, it is necessary to resort to a system for assessing the achievement of results, as well as analyze actions where mistakes were made.

In addition, create variety in your life and quality rest. Breaks and proper rest will help you take your mind off things, and will also give you even more strength and energy to implement your plans. Also, do not forget that unplanned things and obstacles can always arise along any path. So that any situation does not unsettle you, you should be prepared for anything.

Achieving results

Achievements, achievements and once again achievements is the motto of the Chief of the Achiever.
If your Boss sets you the task of increasing sales next month by 23% compared to the previous month, in 24 working days. Breaks 24 working days in a month into 8 intermediate checkpoints. And upon reaching each checkpoint, he asks you “By how much, specifically in %, has the sales volume increased relative to the same period last month?” Then we can congratulate you. You have an Achiever Boss or Warrior Archetype—this is both his success and his Achilles heel. For him, the primary value is the value of achieving the desired result. He is a technologist and he has a technology for achieving results for everything related to work. Achievement technology is his strong point. Everything needs to be explained to him from a technological point of view.

And even if no one sees technology in simple and routine actions, he will create it. There is an even worse version. The Achiever boss can divide 24 working days into 24 checkpoints and every day, request the results of increasing sales. At the same time, with everything, the Chief Achiever himself is simply an example of a good salesman. He revels in sales and feels like a fish in water. And he can sell any product. From toilet paper to tanks. The Chief Achiever is a specialist of a narrow profile and if he is engaged in sales, then he is tailored only for sales. If he is engaged in military affairs, then in some narrow direction. If he is engaged in developments in the field of mathematics, then again in a narrow profile.

The success of an Achiever lies in scrupulous knowledge of his business. He is not interested in intrigues at work. He is always interested in overcoming the results already achieved. He is interested in achievements. He is no longer interested in achieving a result that has already been achieved. For the Achiever of the Chief, there are no authorities if it is a higher-ranking Chief than him. For him, Authority is the person whom he himself considers an authority and often this is someone who understands the subject more than he does. If an Achiever, the Chief reaches, by his own knowledge and professionalism, the level of a person whom he previously considered an authority. Then authority is overthrown and someone whose level has not yet been reached is put in its place. His own technology of achievement is constantly being upgraded, tuned and refined.