Goals, Mentoring, Goaltending!

From Wikipedia, the free encyclopedia
A goal is a desired result a person or a system envisions, plans and commits to achieve a personal or organizational desired end-point in some sort of assumed development. Many people endeavor to reach goals within a finite time by setting deadlines.
It is roughly similar to purpose or aim, the anticipated result which guides reaction, or an end, which is an object, either a physical object or an abstract object, that has intrinsic value.

 

 

Goal Setting:

Goal-setting ideally involves establishing specific, measurable, achievable, relevant, and time-bounded (S.M.A.R.T.) objectives.  Work on the goal-setting theory suggests that it can serve as an effective tool for making progress by ensuring that participants have a clear awareness of what they must do to achieve or help achieve an objective. On a personal level, the process of setting goals allows people to specify and then work towards their own objectives most commonly, financial or career-based goals. Goal-setting comprises a major component of personal development.
A goal can be long-term or short-term. The primary difference is the time required to achieve them.

 

 

Short-term goals:
Short-term goals expect accomplishment in a short period of time, such as trying to get a bill paid in the next few days. The definition of a short-term goal need not relate to any specific length of time. In other words, one may achieve (or fail to achieve) a short-term goal in a day, week, month, year, etc. The time-frame for a short-term goal relates to its context in the overall time line that it is being applied to.
For instance, one could measure a short-term goal for a month-long project in days; where as one might measure a short-term goal for someone's lifetime in months or in years. Planners usually define short-term goals in relation to a long-term goal or goals.

Eventually we will tell you about our experience

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