Goal Setting – 5 Guidelines for Implementation Dialogues

Goal Setting – 5 Guidelines for Implementation Dialogues

The goal-setting theory of motivation states that people’s behavior is determined by the various goals they set for themselves. It further argues that people’s efforts to achieve goals are largely influenced by the feedback they receive. Depending on whether the answer is negative or positive, the person’s performance is affected. In short, this explains the need to use performance dialogs when it comes to setting goals.

There are five different activities that cover performance dialogues when it comes to goal setting.

1) Highlighting Achievements – This involves researching past achievements and goals. Performance dialogs help people take stock of all their accomplishments. Dialogues are used because people only see from one point of view and dialogue will ensure that no person misses out on any of their achievements.

This aspect of goal setting also helps people realize their achievements in relation to other goals they have set. This makes the possibility of achieving another goal seem more positive. By observing how much they have achieved in the past, they are encouraged to believe that they are capable of achieving much more.

2) Identifying the need for improvement – ​​in this part of the goal-setting performance dialogue, people can analyze their previous goals and achievements and conclude where they need to improve. Researching these areas helps people set better goals, thereby increasing the success rate when it comes to achieving the goal.

3) Have clear expectations – This part of the goal setting effectiveness dialogue helps people realize what to expect when setting a goal. Thanks to the above two points in the goal setting dialogue, people gain clarity when it comes to the next goal. This helps people eliminate any goals that they think will waste their time.

4) Goal setting – the most important aspect of the goal setting dialogue. People fully evaluate their previous goals in order to know how to set new ones. Therefore, this is the most important part of the goal setting dialogue. Here people have to apply everything they have learned from their performance dialogue to set a goal which is:

a) Achievable

b) Challenge

c) Specific

5) Planning – when people set a goal, they get a general idea of ​​the direction in which they need to move to achieve that goal. Therefore, another important part of the goal fulfillment dialogue process is actually planning the specific steps that need to be taken to achieve the goal. This encourages the application of all that people have learned from their past and helps them avoid any mistakes that have already been made.

As is evident, there are numerous benefits that goal-setting dialogues can offer. Dialogues can help externally or internally. In internal dialogue, a person conducts a dialogue within himself, and this helps him to objectively evaluate his past performances and change the goal accordingly. In an external dialogue, the dialogue is between the person and her or his superior. Here, the supervisor gives feedback on the individual’s performance against the set goals and provides direction for any new goals that need to be set. Performance dialogues in the goal-setting process help people spend their efforts productively.

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