1. Goal Setting

2. Goal Setting
What you get by achieving your goals is not as important  as what you become by achieving your goals.

3. Goal Setting
Anyone who does anything worthwhile anywhere has consciously or unknowingly followed through on a goal.
Goals keep us focused on a purpose.
They help us through difficult times when many others less motivated would give up.
A person who wants to get the most out of life often has a number of goals simmering at the same time, in their personal and business lives.

4. Purpose of Goal Setting
Goal setting provides direction and guidance for managers at all levels.
Goal setting helps firms allocate resources.
Goal setting helps to define corporate culture.
Goal setting helps managers assess performance.

5. Setting Organisation Goals
Goals are performance targets—the means by which organizations and their managers measure success or failure at every level.

6. Kinds of Goals Mission Statement
Goals differ from company to company, depending on the firm’s purpose and mission. Every enterprise has a purpose, or a reason for being.
Businesses seek profits, universities seek to discover and transmit new knowledge, and government agencies seek to set and enforce public policy.
Mission Statement 
Organization’s statement of how it will achieve its purpose in the environment in which it conducts its business

7. Kinds of Goals Regardless of its purpose and mission, every firm has:
Long-term Goals
Goals set for an extended time, typically 5 years or more into the future
Intermediate Goals 
Goals set for a period of 1 to 5 years into the future
Short-term Goals 
Goals set for the very near future, typically less than 1 year

8. Setting Strategic Goals
Long-term goals derived directly from a firm’s mission statement

9. Formulating Strategy Strategy Formulation
Creation of a broad program for defining and meeting an organization’s goals

10. Analyzing the Organization and Its Environment
Environmental Analysis
Process of scanning the business environment for threats and opportunities
Organizational Analysis
Process of analyzing a firm’s strengths and weaknesses

11. Strategy Formulation Analyze the Organization
Match the Organization and its Environment
Formulate Strategy
Set Strategic Goals
Analyze the Environment
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12. Setting Goals and Formulating Strategy
Objective that a business hopes and plans to achieve
Strategy
Broad program underlying decision making process to assist managers in achieving company goals

13. SMART Goals
Specific
Measurable
Attainable
Realistic
Time Bound

14. Setting Goals Effectively The following broad guidelines will help you
to set effective goals:
State each goal as a positive statement: express your goals positively - 'Execute this technique well' is a much better goal than 'don't make this stupid mistake'
Be precise: set a precise goal, putting in dates, times and amounts so that you can measure achievement. If you do this, you will know exactly when you have achieved the goal, and can take complete satisfaction from having achieved it.

15. Set priorities: where you have several goals, give each a priority
Set priorities: where you have several goals, give each a priority. This helps you to avoid feeling overwhelmed by too many goals, and helps to direct your attention to the most important ones.
Write goals down: this crystallizes them and gives them more force.
Keep operational goals small: keep the low-level goals you are working towards small and achievable. If a goal is too large, then it can seem that you are not making progress towards it. Keeping goals small and incremental gives more opportunities for reward. Derive today's goals from larger ones.

16. Set performance goals, not outcome goals: you should take care to set goals over which you have as much control as possible. There is nothing more dispiriting than failing to achieve a personal goal for reasons beyond your control. These could be bad business environments, poor judging, bad weather, injury, or just plain bad luck. If you base your goals on personal performance, then you can keep control over the achievement of your goals and draw satisfaction from them.

17. Set realistic goals: it is important to set goals that you can achieve
Set realistic goals: it is important to set goals that you can achieve. All sorts of people (parents, media, society) can set unrealistic goals for you. They will often do this in ignorance of your own desires and ambitions. Alternatively you may be naïve in setting very high goals. You might not appreciate either the obstacles in the way, or understand quite how many skills you must master to achieve a particular level of performance.

18. Do not set goals too low: just as it is important not to set goals unrealistically high, do not set them too low. People tend to do this where they are afraid of failure or where they are lazy! You should set goals so that they are slightly out of your immediate grasp, but not so far that there is no hope of achieving them. No-one will put serious effort into achieving a goal that they believe is unrealistic. However, remember that your belief that a goal is unrealistic may be incorrect. If this could be the case, you can to change this belief by using imagery effectively.

19. Achieving Goals Enjoy the goal you achieved.
If you achieved the goal too easily, make your next goals harder
If the goal took a dispiriting length of time to achieve, make the next goals a little easier
If you learned something that would lead you to change other goals, do so
If while achieving the goal you noticed a deficit in your skills, decide whether to set goals to fix this.