The first month of 2024 is over, have you set goals for yourself?
Do you know what the three types of goals are?
Do you know how these three types of goals relate to each other?
This article will answer the last two questions.
1. The type of target
There are three types of goals: short-term, tangible goals, long-term, tangible goals, and intangible goals.
Figure 1 Three types of targets.
What kind of goals do you often set for?
1.Short-term, tangible goals
Short-term, tangible goals can be executed immediately and results can be seen quickly, such as completing a specific task or meeting a sales target.
These types of goals can help boost team morale and execution.
Case
Xiao Zhang, a sales manager, has set a short-term goal of increasing sales by 20% in one quarter due to the decline in sales performance in the last three months. Through the analysis of the fishbone diagram, he found that the decline in performance was caused by the unfamiliarity of the new employee's product. As a result, he intensified the training of new employees and launched a product knowledge competition, which resulted in the goal being successfully achieved at the end of the quarter.
2.Long-term, tangible goals
Long-term, tangible goals take longer to achieve, such as buying a home, promotion, or other major life events.
This type of work is an important part of personal or professional development planning.
Case
Li Lin plans to buy a house before she turns 30.
She first identified the amount of money she needed to accumulate and developed a plan for upskilling and saving and investing.
After continuous learning and professional skills, promotions, salary increases, and a portfolio, Li Lin achieved her long-term goal of buying a house at the age of 29.
3.Intangible targets
Intangible goals involve self-learning and growth, personal development and improvement.
Case
More than ten years ago, Mr. Su Ping set himself the invisible goal of becoming a guided trainer.
To achieve this, she participated in facilitation courses and integrated the concepts, tools, and methodologies into her original "Problem Tree Curriculum Development Model" system.
In the past ten years, she has not only honed the brand course "Guided Course Design" through a lot of application and deliberate practice, but also published the training tool "Practical Manual for Trainer Growth: Guided Course Design" in 2019.
Figure 2 Practical Handbook for Trainer Growth: Guided Curriculum Design
The relationship between the two and three types of objectives
1.Short-term vs. long-term goals
Short-term goals should contribute to the achievement of long-term goals.
For example, if the long-term goal is to get a promotion and a salary increase, you can break this down into a series of short-term goals, and combine them with intangible goals to improve your skills to help achieve the long-term goals.
2.The role of long-term goals
Long-term goals provide us with a clear direction and help us stay motivated and focused on our quest for success.
There are potential negative consequences without long-term goals, as shown in the chart below.
Figure 3 Potential negative consequences of not having a long-term goal.
3.The far-reaching impact of intangible targets
Intangible goals, while not immediate, are critical to an individual's long-term success and satisfaction.
The role of intangible goals is mainly reflected in the following aspects:
1) Self-improvement. Intangible goals encourage individuals to continuously learn new knowledge and skills, leading to self-improvement and career development.
2) Sustained motivation. Pursuing intangible goals can provide sustained intrinsic motivation that helps us maintain a resilient and positive attitude in the face of difficulties and challenges.
3) Expand your field of view. By setting and pursuing intangible goals, we can explore new areas and possibilities that broaden our horizons and cognitive horizons.
4) Adaptability and innovation. Intangible goals encourage us to step out of our comfort zone and try new things, enhancing our adaptability and innovation.
5) Long-term value. Intangible goals help us build a stronger personal brand, network relationships, and professional reputation.
Figure 4 The role of intangible targets.
6) Inner satisfaction. Achieving intangible goals leads to a deep sense of inner satisfaction and personal fulfillment because they are closely tied to one's values and meaning in life.
7) Social Contribution. Many intangible goals are related to helping others and contributing to society, which can lead to greater social impact and personal spiritual fulfillment.
These functions of intangible goals make them an integral part of personal development, and they provide us with a sense of purpose that transcends material pursuits, guiding us on the path of personal growth and contribution to society.
In summary,There are three types of goal setting: short-term, tangible goals, long-term, tangible goals, and intangible goals. These three types of goals complement each other, especially the intangible goals, which are an integral part of personal development.
The three goal definitions of this book come from the book "The Original Crisis is Just a **" written by Mr. Lin Enci.
As a trainer, you need to continue to practice, combined with the knowledge and skill requirements of each stage of career development to set reasonable goals for yourself, the "Trainer Growth Handbook" provides four stages of trainer growth.
Trainer Growth Manual (written by Mr. Su Ping).
5 training tools from beginner to professional (written by Mr. Su Ping).
[Related Reading].
Self-growth How to Engage in Meaningful Learning (with Cases) Trainer Growth The Four Dimensions of Knowledge (3): Metacognitive Knowledge Problem Tree Model Unlocking the Password for Personal Growth (with Cases) Question Tree Model Three Roles Trainers Must Know (with Cases) TTT Trainer Su Ping Trainer Trainer Growth