Theory of goal setting as Edwin Locke

When it comes to setting goals, no one is exempt from feeling anxiety and insecurity – It is normal to be overwhelmed at the prospect of failure, because we face the unknown. But this does not discourage you, today you will find that there is a better way to choose your personal goals. At the same time, if you’re an entrepreneur, you will understand the power of motivating your team with setting goals to increase job performance.

Set your goalWe tend to forget that the important thing is not a goal we can get to completion. What is really significant is the change that can cause it in us as people. Taking this into consideration, the American psychologist Edwin Locke proposed a theory to setting goals, which included five fundamental principles that must be followed to achieve a goal successfully.

The 5 Principles to be followed in setting goals

Clarity

Whatever goal you set your mind, it is critical to be specific. Very broad goals lead you to lose the true purpose and end up with little motivation to continue. Similarly, it is necessary from the start plan which are being pursued for not deviate, as this could cause you to lose time and effort.

Set challenges

As a rule, the more difficult your goal, the greater the satisfaction you have after completing – It is important that you add challenges, this will become a decisive factor in long-term projects where benefits perceived need to keep you interested. On the other hand, we must be realistic and abandon those very complex goals that we can not fulfill, because instead of profits, losses perceive.

Commitment

This step is the most obvious, if you’ve chosen for yourself a goal, then automatically you should be committed to it – unless you’ve been forced to participate, then it will be difficult for you to feel motivated to be responsible and consistent.

What complaints will eventually lead to poor performance – often in business activities that will not please workers will be presented. To avoid this scenario, it is important not to force your team. It is essential that you keep a friendly tone, you hear their views, and converse about activities until it has reached a mutual agreement, at the time, your employees will be genuinely committed and productivity will remain – or in some cases – will increase.

Feedback

One of the most significant elements to be considered in the delegation of tasks the feedback. Make your employees feel recognized for their efforts, if you can meet a sense of appreciation and valuation, you will be rewarded by them with positive results. On the other hand, it is important to be honest and proves indications when performance decreases – this will help them improve.

The complexity of the tasks

In occasions tasks can become quite complex and getting to paralyze. To avoid this, it is best not to think about your goal as a whole, divided into categories which you propose, as if they were individual goals. This will help you organize and keep track things down.

Take into consideration that your team may need additional training to meet certain objectives – It is essential that you provide support to prevent improper work – At the same time, you’re promoting an appropriate organizational culture.

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