Goal setting How to set ambitious and realistic goals

What’s important to take in consideration when setting

goals for your term?

Know what goals you need to set

Set them with the entire team (creates ownership)

Make them SMART

Establish how you & your team will work with them

Make them known to the LC (and create ownership also for the members)

What goals do you need to set?

• In general, the most important goals that we are

working with are the ones that reflect our ambition

in the 4 programmes: GIP, GCDP, TMP, TLP For all these programmes we use “RA-MA-RE” to mark each stage of the program:

o RA – Raised

o MA – Matched

o RE – Realised

• Another goal I think it is CRUCIAL for the reality of

the LCs in AIESEC Norway is HAVING FULL EBs in the

beginning of each term.

How will the exchange goals look like?

July 2012 RA MA RE

GCDP OGX

ICX

GIP OGX

ICX

• You can make something like this for your entire term -----

• What is very important is to have a tracking like this for all the months of your term, so you and your team can have a clear picture of what you have to strive for each step of the way.

Tip – some people use this kind of tracking to showcase

their goals but also their actual realisations. This means

that on each RA-MA-RE you would have the goal and the actual

July 2012 RA MA RE

Goal Actual Goal Actual Goal Actual

GC

DP

OGX 4 (I want to raise 4 EPs)

I managed to raise 5

2(I want to match 2 EPs)

I managed to match 3

2(I want to realise 2 EPs)

I managed to realise only 1

ICX

GIP

OGX

ICX

How will the talent management goals look like?

• You can make something similar with the HR plans

we are making for recruitment:

• ** TLP – team Leader Programme / TMP – Team Member Programme

• What is important to remember here is: o These goals also have to be set and tracked

o The myaiesec.net platform should be a mirror image of this tracking (you have to make sure that people are on the right position on the platform)

Name Ana Charlotte Ingrid Diana Monica Andrei Ivan

Members 1 2 3 4 5 6 7

Q3 (July - Sept)

TLP - LCP TLP - VP Finance

TLP - VP OGX

TMP - OGX TMP - OGX TMP - ICX TMP - ICX Q4 (Oct - Dec)

Q1 (Jan - March) TLP - Project Manager OGX

TLP - Project Manager OGX

TLP - Project Manager ICX

TLP - Project Manager ICX

Q2 (April - June)

Set them with the team • Based on the National Ambition (the ambition of AIESEC

Norway) create the local plan. See what is your team’s

ambition and how much your LC will contribute to the

national goals.

• Have all the members of the team when you decide on

each goal. This way people will: o Be engaged in all areas

o Have ownership over the local plan

o Understand the work each person in the team will have to put in achieving

them

o Be on the same page & have the same information

Make all the people in your team understand

that each of them is contributing to the LC

goals

HOW?

Exchange results

Communication

Talent management

Finance

• The core areas of AIESEC –

EXCHANGE departments (GIP, GCDP,

both incoming and outgoing)

&

Talent Management (TMP, TLP)

This means that Finance and Communication are areas that through their success (achievement of their goals) contribute indirect to the development of the LC and therefore to the achievement of the X and TM goals

SMART

Make them…

Specific • This means the goal is clear and unambiguous

• A specific goal will usually answer the five "W"

questions: o What: What do I want to accomplish?

o Why: Specific reasons, purpose or benefits of accomplishing the goal.

o Who: Who is involved?

o Where: Identify a location.

o Which: Identify requirements and constraints.

Example:

Measurable • The thought behind this is that if a goal is not measurable, it

is not possible to know whether a team is making progress

toward successful completion.

• Measuring progress is supposed to help a team stay on

track, reach its target dates, and experience the thrill of

achieving the goal.

• A measurable goal will usually answer questions such as: o How much?

o How many?

o How will I know when it is accomplished?

Example:

Attainable • the goals shouldn’t be out of reach nor below

standard performance, as these may be

considered meaningless. • When you identify goals that are most important to you, you begin to

figure out ways you can make them come true. You develop the

attitudes, abilities, skills, and financial capacity to reach them.

• An attainable goal will usually answer the question: o How: How can the goal be accomplished?

Example:

Relevant • The fourth term stresses the importance of choosing

goals that matter

• Relevant goals (when met) drive the team, department, and organization forward. A goal that supports or is in alignment with other goals would be considered a relevant goal.

• A relevant goal can answer yes to these questions: o Does this seem worthwhile?

o Is this the right time?

o Does this match our other efforts/needs?

o Are you the right person?

Example:

Time-bound • The fifth term stresses the importance of grounding

goals within a time frame, giving them a target

date

• A time-bound goal will usually answer the question: o When?

o What can I do 6 months from now?

o What can I do 6 weeks from now?

o What can I do today?

Example:

How to work with the goals?

• Have them in the office so that all the members can

see them every day

• Celebrate together with the LCs your successes

• Create a bit of competition around them (it usually helps people )

• Talk about them constantly o TRACK them

o EVALUATE them

o RE-PLAN if need

Let’s see an example…. July 2012 RA MA RE

Goal Actual Goal Actual Goal Actual

GC

DP

OGX 4 (I want to raise 4 EPs)

I managed to raise 5

2(I want to match 2 EPs)

I managed to match 3

2(I want to realise 2 EPs)

I managed to realise only 1

ICX

GIP

OGX

ICX

July 2012 RA MA RE

Goal Actual Goal Actual Goal Actual

OGX 4 (I want to raise 4 EPs)

I managed to raise 5

2(I want to match 2 EPs)

I managed to match 3

2(I want to realise 2 EPs)

I managed to realise only 1

I planned to realise 2 EPs and managed only 1. This means that: - If I don’t re-plan this goal I will not be able in the end to reach my overall goal - Because of this I think I will more that realisation to another month. - I also have to be realistic when I decide which month is more potential for

another realisation (I will not just move it for the next month without seeing if it actually can happen)

- When I find the proper month I will add to my current goal the one realisation I missed in July.

Any questions?