34 MAIN PRINCIPLES OF SETTING EFFECTIVE GOAL Clarity: Goals must be clear and specific. Challenge: Goals should be sufficiently challenging to keep individuals engaged and focused while performing the tasks needed to reach each goal. Commitment: Individuals need to understand and support the goal they are being assigned from the beginning. Feedback: Feedback is an important component of the goal-setting theory. Complexity: Goals should be broken down into smaller goals. SMART GOALS Specific: Goals should be written in a simple and clearly define what you are going to do. Specific is the What, Why, and How of the SMART model, i.e. specific answers the questions “what is to be done?” “How will you know it is done?” and describes the results (end product) of the work to be done. Measurable: The goal’s progress is measurable in terms of objective and easily share-able quantity quality and time measures. Attainable: In other words, “realistic” is based on your skills and other important external factors. Relevant: Goals need to be clearly linked tomeaningful or positive outcomes. Time Bound: Goals require a specified deadline PSYCHOLOGICAL EMPOWERMENT GOALS SETTING
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