Goal Setting - in a Mothercraft Unit. Dr Ian Harrison Karitane Residential Unit September 2010. Some Underlying Principles of Goal Setting. Specific /. What can’t be imagined (visualised), can’t be done. “What would that look like?” is a question we need to ask. Avoid “Fuzzy” Goals.
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Dr Ian Harrison
Karitane Residential Unit
What can’t be imagined (visualised), can’t be done.
“What would that look like?” is a question we need to ask.
We avoid “unsolvable” problems. We only set goals for solvable problems.
Specific goals for specific problems.
The goals can’t just be about what sounds good.
Never set a goal that can’t be broken down into smaller goals.
There must always be an answer to the question, “What is half of this goal?” “What is three quarters of this goal?”
Is this goal what the client really wants?
Don’t convince the client your goal, or they won’t want to work on it.
Find their sources of motivation, their “values”.
Align the goals with their values to make it attractive.
If goals and values are not aligned then there is confusion and eventually irritation/demoralisation.
Never set a goal that is unrealistic. Avoid setting a goal that you haven’t set before.
Goals have to be within reasonable reach.
Ideally, perhaps just out of reach. So called “stretching goals”.)
Identify and Ventilate any Goal Conflict.
Unrealistic, wishful thinking leads to disappointment.
Goal setting is designed to lead to success.
Goals need to have proper time frames.
A goal may certainly be achievable, but not in 5 days!
Moving away from this
Moving towards this
Early goals vs. Later goals
T1 T2 T3 T4 T5 T6 T7
Short Term (Proximal)
Long Term (Distal)
Wrap Up - Action Plan
Better Action Plan