SMART goals

S	Specific	Significant, stretching, simple
M	Measurable	Motivational, manageable, meaningful
A	Attainable	Appropriate, achievable, agreed, assignable, actionable, action-oriented, adjustable, ambitious, aligned with corporate goals, aspirational, acceptable
R	Relevant	Result-based, results-oriented, resourced, resonant, realistic, reasonable
T	Time-bound	Time-oriented, time framed, timed, time-based, timeboxed, time-specific, timetabled, time limited, trackable, tangible, timely
E	Evaluate	Evaluated, evaluate consistently, ethical, excitable, enjoyable, engaging, ecological, evidenced
R	Reevaluate	Reviewed, rewarded, reassess, revisit, recordable, rewarding, reaching, recognise mastery

There is a further addition to the SMART goals. Now it has transformed into SMARTER goals.

Setting goals affect outcomes in 4 ways:

1. Choice: goals narrow attention and direct efforts to goal relevant activities, and away from perceived undesirable and goal-irrelevant actions
2. Effort: Goal can lead to more effort
3. Persistence: Someone becomes more prone to work through setbacks if pursuing a goal
4. Cognition: goals can lead individuals to develop and change their behaviour

The Pygmalion Effect is the phenomenon in which the greater the expectation placed upon people, the better they perform. The corollary of the Pygmalion effect is the golem effect, in which low expectations lead to a decrease in performance.

Jugaad is a Hindi term widely used in India and by people of Indian origin around the world. Jugaad is a term applied to a creative or innovative idea providing a quick, alternative way of solving or fixing a problem. Jugaad literally means an improvised arrangement or work-around, which has to be used because of lack of resources.

Goal Setting and achievement should be in a spiral pattern.

 

In any team there are some significant people and some insignificant people, some of them are mentioned below:

SIGNIFICANT PEOPLE                                            INSIGNIFICANT COUNTERPARTS
      Mother                                    -----------                              Child
     Teacher                                    -----------                            Student
     Captain                                    -----------                             Player
     Performer                                -----------                             Audience

Goal setting affects a lot in goal achievement and both goal setting and goal achievement in turn affects performance. Also, goal achievement affects further goal setting.

Goals should be set high

Competing Value Framework (CVF): Competing Values is about understanding how to appreciate conflicting values and integrate them successfully so that the organization is open to collaboration and growth

 

Tower Building

Sula Vineyard
Situated 180 km northeast of Mumbai, Nashik is India’s largest grape-growing region, but had traditionally never been used to grow wine grapes. Wondering why, an enterprising, Stanford-trained engineer named Rajeev Samant quit his hi-tech Silicon Valley job in 1993 to do some investigating.
A little research quickly showed that the Nashik climate was not only perfect for wine grapes, but was also on par with winegrowing regions in Spain, California, and Australia. His determination doubled and Rajeev returned to California in search of a winemaker. In Sonoma County he found Kerry Damskey, an eminent Californian winemaker, who enthusiastically agreed to help start a winery on Rajeev’s 30 acre family estate.

In 1997, the duo took the revolutionary step of planting French Sauvignon Blanc and Californian Chenin Blanc, varieties that had never before been planted in India. The first Sula wines, released in 2000, were widely acclaimed as India’s best white wines.
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The above courageous initiative shows quite clearly that there is infinite potential in doing any job and it depends on the seeker where he wants to go. Every enterprise have a vision, mission, goals (Short term and long term) and objectives. Only difference between a successful and an unsuccessful enterprise is that one thinks beyond the past and one doesn't.

The set goal should be smart:
S - Specific, Single, Super, Strategic, Structured, Sustainable, Sensible etc.
M - Measurable
A - Achievable
R - Realistic, Rational
T - Time bound, Tangible

All these characteristics should work in harmony.

Lets talk about a simple job: Build a tower with small cubes by putting one on another, tower's base should be of 1 cube width and no support is allowed. If I own my franchisee, I will keep my goals as below :
                               Last time             My take
Goal Set              :      20                       30
Goal achieved     :      16                       25
Goal Historical   :      27                       27
Potential             :      ?                         oo

• Goal Set should always be greater than Goal Historical for any kind of job
• Also, potential is always infinite because potential of a team cannot be judged in mere numbers it is much more than that.
• Realistic goal should be set
• And that goal should be achieved
• Performance is always (Realistic goal set) X (Realistic goal achieved)
• Realistic goal should not be achieved regressively but in a progressive manner
• Performance should enhance the potential
• Planning of an organization should be strategic

POSDCORB is an acronym widely used in the field of Management and Public Administration that reflects the classic view of administrative management. Largely drawn from the work of French industrialist Henri Fayol, it first appeared in a 1937 staff paper by Luther Gulick and Lyndall Urwick written for the Brownlow Committee. The acronym stands for steps in the administrative process: Planning, Organizing, Staffing, Directing, Coordinating, Reporting and Budgeting.