How The Standards And Learning Objectives For - amazonia.fiocruz.br

Agree with: How The Standards And Learning Objectives For

You know what you have to do and I know what I have to do. That start has got you motivated in the same way a Leadning toed sloth gets motivated to do a few laps of the forest. You may not have to imagine this scenario, something similar has possibly happened to you in a past job.

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This is the sort of thing that leaves the performance management process stalled at the starting gate. The sort that motivate. The answer to our problems in this case is equally simple. You need to be specific. Because your people are going to do what you ask them to do. So you need to be specific about the end source. You want something that Learnint allow the person to gauge how well they are progressing toward achieving the objective.

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This leaves room for misinterpretation and that will end in disgruntled people. So tell the person how you are going to measure the achievement. A number allows people to see if they have achieved the goal. Goals need to stretch a person to give them a sense of achievement, but they also need to be attainable. If a goal is too hard, a person will either give up before they start or put in the effort only to end in disappointment.

A good goal needs to have just the right level of stretch.

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Is the objective within something the person will have control or influence over? Relate the objective back to the team and company goals. Being part of a team effort is much more motivating than just having an objective. SMART goals have a time frame in which they need to be achieved.

If you set a goal without a target date it is unlikely to be achieved. This helps you gauge progress and identify problems early enough for them to be solved.

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Objectives should be outcomes or accomplishments, not the actions that lead to them. You would be looking to have satisfied customers. And ultimately you would be looking to retain customers. We want our objective closely aligned with that goal.]