Personal Goal Setting: Applying SMART Goals and the GROW Model

This assignment explores the concept of personal goal setting, outlining short-term, mid-term, and long-term goals, and emphasizing the importance of goal setting for motivation and vision. The student applies the SMART framework (Specific, Measurable, Attainable, Relevant, Time-bound) to ensure goals are well-defined and achievable, and discusses the Goal Setting Theory, highlighting the impact of challenging goals, clarity, commitment, and feedback on performance. The GROW model (Goal, Reality, Options, Willingness) is proposed as a coaching tool to facilitate goal achievement. The assignment concludes with a personal coaching plan that integrates these principles, emphasizing motivation, commitment, and the use of SMART goals to increase the likelihood of success.

Running head: PERSONAL GOAL SETTING
Personal Goal Setting
Name of the Student:
Name of the University:
Author note:

1PERSONAL GOAL SETTING
I have set three types of goals for future, short-term, mid-term and long-term.
Speaking of my short-term work goal, it is to secure a position in a company and to get a
position with endless opportunities for future progression on the demonstration of my ability
and that of my personal goal includes supporting my younger brother in developing his
business. My mid-term work goal is to develop myself into a senior post and to confirm a
commitment to a long-term relationship with my partner whereas, for my long-term goal, I
have planned to become the head of a business unit and to support my family situation. I
personally believe that setting a goal gives a person a short-term motivation as well as a long-
term vision. Each of these goals, are planned as according to my current as well as earlier
situations and desires and each of these goals are very important for me to achieve for the
betterment of both my family and well as myself.
The primary elements of a SMART goal are that it is Specific, Measurable,
Attainable, Relevant and Time Bound and my goal is consisting each of these elements. They
are very clear as well as well-defined and they include small amounts and dates as well. This
helps me in measuring my degree of success over a period of time. With the same, they are
attainable as well. As I have already mentioned earlier my goals and plans. They are not that
hard for me to attain if I devote myself completely and motivate myself regularly in order to
achieve them. Also, my goals are relevant enough to the direction I want my career and life to
take. They are helping me in developing my focus I need to get to go ahead and achieve what
I want. I have also set a deadline for each of my goals. Like for example, I want to achieve
both my personal and work short-term goals within 1 to 2 years, my mid-term goal in
between the coming 3 years and the long-term goal within 5 years of experience. Hence, my
goals have deadlines too. All these elements together is efficient enough to make my goals as
SMART goals.

2PERSONAL GOAL SETTING
The goal setting theory was first proposed in the year 1990 (Locke and Latham 2013).
It concerns to the different affects of setting the goals on the subsequent performance. Sir
Edwin Locke and GP Latham have found it that, the people who set difficult goals in their
work perform much better than those who do not or set easy goals (Locke and Latham 2013).
He said that in order to be effective, the goals of an individual must have these five basic
principles and they are clarity, commitment, challenge, task complexity and feedback
(Breugst et al. 2012). The goals that lack in these principles fails to serve ample direction to
the employees. In order to become effective in motivating the performance, the goals need to
be challenging. For example, in case of a data entry employee, who types 90 wpm, but the
goal of hourly performance of the employee represents the speed of near about 60wpm. Such
a data entry employee is improbable to be more motivated or challenged in the job.
Nevertheless, the goal of 100wpm will represent challenge or dare, which is not insuperable,
but will need the employee for expanding additional effort in order to achieve success.
Similarly, clarity in goals means that the goals are set in such a manner that both the manager
and the employee must know whether the goal has been attained or not. Feedback is one of
the most principles in setting gals. It can work either in constructive way or as a destructive
way for the employee. An employee who is given positive and constructive feedback about
his performance in his job role is likely to perform much better than the ones who are
provided with negative or no feedback at all (Sommer and Kulkarni 2012). In addition to that,
when the complexity of any task is high, the employees become overwhelmed and they lose
their confidence in their potential to achieve their set target or goals (Moen and Federici
2012). Therefore, the managers in that case must ensure that they are providing he employees
with ample of resources in order to achieve the goal and enough time in order to learn and
exercise the task.

3PERSONAL GOAL SETTING
I would use the GROW model to help myself achieve my goal and to guide my
coaching process. The abbreviation GROW stands for G-Goal, R-Reality, O-Options and W-
Willingness. At first, I shall set a long-term and difficult goal to achieve and then I shall
identify how the reality of the coaches looks like and how practical the goal is and the
obstacles and roadblocks that I may face for achieving it. Furthermore, I shall explore the
options in order to achieve my set goal and then determine my willingness to follow the
recognized options and then wrap-up by explaining my next steps.
My Coaching plan-
My coaching plan
Specific What exactly needs to be accomplished and why
do I want to accomplish this goal?
Measurable How would I know I have succeeded and how
much change is required to take place?
Attainable Is this goal a reasonable stretch for me?
Are the actions that I have planed likely to bring
me success?
Relevant Am I willing to commit for achieving this goal?
Time What is the deadline?
What can I do this day?
When shall I start?

4PERSONAL GOAL SETTING
I will set a goal that will motivate me in every sense as feel like it is the most
important factor. I think motivation is the fundamental element to achieving goals and the
goal that motivates a person will benefit in giving high value after achieving it. I will set my
goals that concerns to the high preferences in my life. With the same, achieving goal needs
commitment as well. Therefore, in order to increase the likelihood of the success of my goal,
I need to feel the sense of exigency and therefore, I will impart an attitude of “I must do it”.
What I belief is that without such an attitude, not only me, but also no one in this world could
achieving his or her goals. Along with that, I shall set SMART goals. They shall be Specific,
Measurable, Attainable, Relevant and Time Bound. Above all, I pen down my goals in paper,
which will make it more real and tactile.

5PERSONAL GOAL SETTING
References
Breugst, N., Domurath, A., Patzelt, H. and Klaukien, A., 2012. Perceptions of entrepreneurial
passion and employees' commitment to entrepreneurial ventures. Entrepreneurship Theory
and Practice, 36(1), pp.171-192.
Locke, E.A. and Latham, G.P., 2013. Goal setting theory, 1990.
Moen, F. and Federici, R.A., 2012. The effect from external executive coaching. Coaching:
An International Journal of Theory, Research and Practice, 5(2), pp.113-131.
Sommer, K.L. and Kulkarni, M., 2012. Does constructive performance feedback improve
citizenship intentions and job satisfaction? The roles of perceived opportunities for
advancement, respect, and mood. Human Resource Development Quarterly, 23(2), pp.177-
201.