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Goal setting involves the development of an action plan designed in order to motivate and guide a person or group toward a goal. [1] Goals are more deliberate than desires and momentary intentions. Therefore, setting goals means that a person has committed thought, emotion, and behavior towards attaining the goal.
Personal development planning is the process of creating an action plan for current and future based on awareness, values, reflection, goal-setting and investment in personal development within the context of a career, education, relationship, and self-improvement. [1]
A goal is specific if it involves a clear objective, such as a quantifiable target one intends to reach rather than just trying to do one's best. A goal is challenging if it is achievable but hard to reach. Two additional factors identified by goal-setting theorists are goal commitment and self-efficacy. Commitment is a person's dedication to ...
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Goals or benchmarks that define the end-points; Strategies or plans for reaching goals; Measurement and assessment of progress, levels or stages that define milestones along a development path; A feedback system to provide information on changes [9]
Goal orientation, or achievement orientation, is an "individual disposition towards developing or validating one's ability in achievement settings". [1] In general, an individual can be said to be mastery or performance oriented, based on whether one's goal is to develop one's ability or to demonstrate one's ability, respectively. [2]
A balanced approach might involve setting goals to grow as a leader while remaining open to unexpected opportunities that could lead to the top. Watch the full interview with Nike’s CEO here .
The career management process begins with setting goals/objectives. A relatively specific goal/objective must be formulated. This task may be quite difficult when the individual lacks knowledge of career opportunities and/or is not fully aware of their talents and abilities.