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ysabetwordsmithThis year during Three Weeks for Dreamwidth, I'm writing about goal-setting frameworks for ![[community profile]](https://www.dreamwidth.org/img/silk/identity/community.png)
goals_on_dw. Read Part 1: Introduction to Goal-Setting Frameworks, Part 2: The 1-3-5 Rule, Part 3: The 12-week Year, Part 4: ABCS (Achievable, Believable, Committed, Specific), Part 5: Backward Goal, Part 6: BHAG (Big Hairy Audacious Goals), Part 7: BSQ (Think Big, Act Small, Move Quick), Part 8: CLEAR (Collaborative, Limited, Emotional, Appreciable, Refinable), Part 9: Goal Pyramid., Part 10: Golden Circle, Part 11: GROW (Goal, Reality, Options, Way Forward), Part 12: HARD (Heartfelt, Animated, Required, Difficult), Part 13: KPI (Key Performance Indicators, Part 14: MASTER (Measurable, Achievable, Specific, Transforming, Evolving, Relevant), Part 15: NCT (Narratives, Commitments, and Tasks), Part 16: OKR (Objectives, Key Results), Part 17: PACT (Purposeful, Aligned, Continuous, Tracked), Part 18: Tiered Goals, Part 19: Theme Word.
Part 1: Introduction to Goal-Setting Frameworks
There are many different goals that people have, and many ways to pursue them. Most frameworks serve well for some people and some purposes. None of them can be all things to everyone.
Therefore, it's important to understand how goal-setting works in general, some different methods, and how to figure out what will likely work for you. A framework helps you describe a goal in clear terms, with parameters that help you pursue it, mark your progress, and recognize when you have succeeded or failed in reaching it. This also teaches you about how to choose and define your goals so that you can achieve them.
Goal-setting Theory
The theory of how goals work relates to human psychology. It's about creating and sustaining motivation to accomplish things. Different frameworks vary in details, but effective goals generally have some things in common.
* Clarity. Specific goals work better than vague goals, because they make it easier to aim and to measure results.
* Commitment. The more committed you are to achieving a goal, the more likely you will stick with it until you reach it. Choose goals that make you feel excited. Avoid setting goals for things you don't care about, that someone else pushed on you, or when you're not yet ready to commit.
* Challenge. Ideally, a goal should be within your reach if you push yourself a bit, neither too easy nor too hard. Some people prefer a different level, though, so observe your results to find what works for you.
* Tracking. A goal should be broken down into steps so that you can mark your progress. Feedback during the process helps maintain motivation and correct any problems along the way.
* Conclusion. Goals need a distinct end condition showing when you have achieved them.
Choosing the Best Framework
Different goal-setting frameworks work in different contexts. Some are more versatile; others work best in a particular situation. They can be simple or more complex. Personal taste plays in. So does the kind of thing you want to accomplish and its timeframe. Go through the steps of choosing the right goal-setting framework for your needs.
* First, brainstorm some things you'd like to accomplish. Don't try to frame them yet, just collect some topics.
* If you're working with other people on a significant project, ask them how they like to set and track goals. In this case you'll need a framework that meets everyone's needs.
* Think about timing. Do you want smaller, faster goals or bigger, longer ones? A mix of both?
* Explore a bunch of goal-setting frameworks. See which ones appeal to you.
* Grab a few of your brainstormed goals and see if they fit easily into any of the frameworks. You may find that some goals only fit one or two frameworks, others fit into many; or conversely, that some frameworks suit most goals while others do best with a certain type of goal.
* Finally, pick one or more goals, match each to a framework, and detail it. For this process, it helps to have at least one short-term goal so that you can get prompt feedback on how well that framework is serving you.
So there you have it, a basic introduction to goal-setting frameworks and how to approach them. I'll be introducing a new framework each day so you'll have a bunch to compare and contrast. Hopefully there will be something for everyone here.
* * *
Goal-Setting Frameworks
* Part 1: Introduction to Goal-Setting Frameworks
* Part 2: The 1-3-5 Rule
* Part 3: The 12-week Year
* Part 4: ABCS (Achievable, Believable, Committed, Specific)
* Part 5: Backward Goal
* Part 6: BHAG (Big Hairy Audacious Goals)
* Part 7: BSQ (Think Big, Act Small, Move Quick)
* Part 8: CLEAR (Collaborative, Limited, Emotional, Appreciable, Refinable)
* Part 9: Goal Pyramid
* Part 10: Golden Circle
* Part 11: GROW (Goal, Reality, Options, Way Forward)
* Part 12: HARD (Heartfelt, Animated, Required, Difficult)
* Part 13: KPI (Key Performance Indicators
* Part 14: MASTER (Measurable, Achievable, Specific, Transforming, Evolving, Relevant)
* Part 15: NCT (Narratives, Commitments, and Tasks)
* Part 16: OKR (Objectives, Key Results)
* Part 17: PACT (Purposeful, Aligned, Continuous, Tracked)
* Part 18: Tiered Goals
* Part 19: Theme Word
*
goals_on_dw. Read Part 1: Introduction to Goal-Setting Frameworks, Part 2: The 1-3-5 Rule, Part 3: The 12-week Year, Part 4: ABCS (Achievable, Believable, Committed, Specific), Part 5: Backward Goal, Part 6: BHAG (Big Hairy Audacious Goals), Part 7: BSQ (Think Big, Act Small, Move Quick), Part 8: CLEAR (Collaborative, Limited, Emotional, Appreciable, Refinable), Part 9: Goal Pyramid., Part 10: Golden Circle, Part 11: GROW (Goal, Reality, Options, Way Forward), Part 12: HARD (Heartfelt, Animated, Required, Difficult), Part 13: KPI (Key Performance Indicators, Part 14: MASTER (Measurable, Achievable, Specific, Transforming, Evolving, Relevant), Part 15: NCT (Narratives, Commitments, and Tasks), Part 16: OKR (Objectives, Key Results), Part 17: PACT (Purposeful, Aligned, Continuous, Tracked), Part 18: Tiered Goals, Part 19: Theme Word.Part 1: Introduction to Goal-Setting Frameworks
There are many different goals that people have, and many ways to pursue them. Most frameworks serve well for some people and some purposes. None of them can be all things to everyone.
Therefore, it's important to understand how goal-setting works in general, some different methods, and how to figure out what will likely work for you. A framework helps you describe a goal in clear terms, with parameters that help you pursue it, mark your progress, and recognize when you have succeeded or failed in reaching it. This also teaches you about how to choose and define your goals so that you can achieve them.
Goal-setting Theory
The theory of how goals work relates to human psychology. It's about creating and sustaining motivation to accomplish things. Different frameworks vary in details, but effective goals generally have some things in common.
* Clarity. Specific goals work better than vague goals, because they make it easier to aim and to measure results.
* Commitment. The more committed you are to achieving a goal, the more likely you will stick with it until you reach it. Choose goals that make you feel excited. Avoid setting goals for things you don't care about, that someone else pushed on you, or when you're not yet ready to commit.
* Challenge. Ideally, a goal should be within your reach if you push yourself a bit, neither too easy nor too hard. Some people prefer a different level, though, so observe your results to find what works for you.
* Tracking. A goal should be broken down into steps so that you can mark your progress. Feedback during the process helps maintain motivation and correct any problems along the way.
* Conclusion. Goals need a distinct end condition showing when you have achieved them.
Choosing the Best Framework
Different goal-setting frameworks work in different contexts. Some are more versatile; others work best in a particular situation. They can be simple or more complex. Personal taste plays in. So does the kind of thing you want to accomplish and its timeframe. Go through the steps of choosing the right goal-setting framework for your needs.
* First, brainstorm some things you'd like to accomplish. Don't try to frame them yet, just collect some topics.
* If you're working with other people on a significant project, ask them how they like to set and track goals. In this case you'll need a framework that meets everyone's needs.
* Think about timing. Do you want smaller, faster goals or bigger, longer ones? A mix of both?
* Explore a bunch of goal-setting frameworks. See which ones appeal to you.
* Grab a few of your brainstormed goals and see if they fit easily into any of the frameworks. You may find that some goals only fit one or two frameworks, others fit into many; or conversely, that some frameworks suit most goals while others do best with a certain type of goal.
* Finally, pick one or more goals, match each to a framework, and detail it. For this process, it helps to have at least one short-term goal so that you can get prompt feedback on how well that framework is serving you.
So there you have it, a basic introduction to goal-setting frameworks and how to approach them. I'll be introducing a new framework each day so you'll have a bunch to compare and contrast. Hopefully there will be something for everyone here.
* * *
Goal-Setting Frameworks
* Part 1: Introduction to Goal-Setting Frameworks
* Part 2: The 1-3-5 Rule
* Part 3: The 12-week Year
* Part 4: ABCS (Achievable, Believable, Committed, Specific)
* Part 5: Backward Goal
* Part 6: BHAG (Big Hairy Audacious Goals)
* Part 7: BSQ (Think Big, Act Small, Move Quick)
* Part 8: CLEAR (Collaborative, Limited, Emotional, Appreciable, Refinable)
* Part 9: Goal Pyramid
* Part 10: Golden Circle
* Part 11: GROW (Goal, Reality, Options, Way Forward)
* Part 12: HARD (Heartfelt, Animated, Required, Difficult)
* Part 13: KPI (Key Performance Indicators
* Part 14: MASTER (Measurable, Achievable, Specific, Transforming, Evolving, Relevant)
* Part 15: NCT (Narratives, Commitments, and Tasks)
* Part 16: OKR (Objectives, Key Results)
* Part 17: PACT (Purposeful, Aligned, Continuous, Tracked)
* Part 18: Tiered Goals
* Part 19: Theme Word
*
