How do you set your objectives?

Focus on the goals that you know you can achieve in the given time frame. Divide key results into smaller objectives. For example, many people set weight-loss goals for themselves, but they don't always decide how much weight they want to lose and when they want to achieve this goal. A specific goal would be “I want to lose 25 pounds by the 4th of July.

This goal provides an exact amount of weight to lose and a deadline for doing so. Many people decide on a goal, but never create an action plan to determine exactly how they are going to achieve that goal. Your action plan should include the general objective you are trying to achieve and all the steps you must take to achieve it. Lucidchart, the most popular online alternative to Visio, is used in more than 180 countries by millions of users, from sales managers who map target organizations to IT managers who visualize their network infrastructure.

Part of the process of setting goals in life should be to decide what inspires you and what your values are. You must be passionate about your goals if you want to achieve them in the long term. The key results take all that inspirational language and quantify it. He sets them up by asking simple questions such as: “How do we know if we have achieved our goal? By setting clear, clearly defined goals, you can measure and take pride in achieving those goals, and you'll see how you make progress in what once seemed like a useless routine for a long time.

Let's take a look at the main strategies for how to set goals and achieve them in both your personal and professional lives.

Objectives and Key Results

(OKRs) are a popular approach for setting goals, implementing action plans, and monitoring results. In the past, they may have created vague or poorly designed goals, which tend to be overwhelming and set them up for failure to achieve their objectives. Set SMART goals (specific, measurable, achievable, relevant and time-bound) that motivate you and write them down so that they seem tangible.

A key reason they feel that way is because they haven't spent enough time thinking about what they want out of life and haven't set formal goals for themselves. Instead, carefully planned, clear and trackable objectives established within the SMART framework (specific, measurable, achievable, relevant and time-based) can help describe the steps needed to achieve a goal. Research conducted by a psychologist and professional coach from the Dominican University of California shows that there is a direct correlation between setting goals and achieving success. As mentioned above, goal setting can fail when the objective is too ambitious or unrealistic, given the employee's skill set and available resources.

By setting measurable and achievable goals, a supervisor can not only guide the improvement of employee performance, but can also actively help strengthen the company and improve its reputation as an employer of choice. Read on to learn about the process of setting goals and getting the most out of your company, your team and yourself.