A great part of our lives is spent at the workplace which is why one needs to ensure that the career path one has chosen, is the right one. It is essential that one sets certain goals, and achieves them so as to attain the desired professional growth. What differentiates one employee from another, is the ability to formulate the right developmental goals for work. Development goals should be such that enable one to forge ahead of the others. Developmental goals at work are different from personal development goals, as the former relates primarily to the professional space. However, one cannot deny the fact that developmental goals for work and personal developmental goals are both connected. While making a developmental goal for work, one must ensure that the goal is unambiguous. It is essential that one sets a time-span within which the goal has to be achieved. Given below are examples of developmental goals for work.
How to Set Career Developmental Goals
Employees may sometimes feel adrift from what is going on around them, within the organization. This may sometimes be due to a lack of motivation or an inability to achieve professional goals laid out by the organization. The feeling of not being able to live up to one's professional potential would definitely result in poor appraisals, which in turn, would consequently leave a negative impact on one's career growth. This is why it is extremely important to focus on developmental goals at work. Most experts would advise the goal setter to go in for the famous concept of SMART goals. This would mean developmental goals which are Simple, Measurable, Attainable, Relevant and Time-Bound. Go through the following examples of career developmental goals to get a basic idea on how to set SMART goals.
Goals Must be Specific: One should be specific while setting goals. Career developmental goals should not be ambiguous or vague. Setting goals involves identifying what you want to achieve, why you wish to achieve the same, what all would be involved in achieving the goal, possible obstacles which could act as an impediment, and finally, the benefits which would accrue upon its achievement. For example, let us assume that an employee identifies his lack of proficiency in a computer application as a weakness. He can set a specific goal of enrolling for a course to hone his skills or learn that particular application. Mastering that application is one such example of a specific developmental goal for work, achieving which would prove critical to his career prospects. His chances of getting a promotion or a raise would be much better if the employee tackles any such inadequacies that may affect his ability to achieve his professional goals.
Goals Must be Measurable: Goals have to be measurable. You should be able to gauge how much you have achieved or progressed in the development goal for work that you had set for yourself. Measurable goals enable you to understand whether you are on course and where you are lagging. It also enables you to understand the need for course correction measures you should adopt if there is a variance between what you have achieved so far and what you actually want to achieve. Take for instance, the example of the specific goal of mastery of a computer application. The completion of assignments, successful clearing of any exams, and the eventual achievement of a certification, would certainly help one measure his/her progress.
Goals Must be Attainable: Goals need to be attainable or realistic in nature. The developmental goals you set for yourself, must be challenging. One, however, needs to ensure that the goal is not overly ambitious. This would again involve a good assessment of one's own capabilities in realizing the developmental goals. Capabilities signify an understanding of one's skills, abilities and finances to back the realization of such developmental goals at work. The objective is to make sure that your developmental goals at work are actionable. Using the same example, if the employee were to set himself the task of learning several complex and very expensive computer applications, then he may be setting himself up for disappointment. Setting goals which unduly stretch one's abilities and finances could demotivate one later on.
Goals Must be Relevant: The developmental goal must have an element of relevancy. A relevant goal is one, which has significance and the potential to enhance one's position at the workplace. It should also be in tune with one's capabilities and resources. A good example of a development goal at work is one, which is professionally relevant, challenging and rewarding, both in terms of career enhancement and satisfaction upon attainment. As you are aware that computer applications which are relevant today will become obsolete tomorrow. Trying to master a computer application which is outdated, would be an example of irrelevancy as it would not add to one's resume and professional satisfaction.
Goals Must be Time-Bound: The achievement of a goal should not stretch on forever. The setting of realistic time limits enables you to assess how far you have progressed. Whether the goal has been achieved within the stated time or has stretched well beyond too is a key pointer on where you could have gone wrong along the course. The setting of time-bound goals, helps bring a sense of urgency into the task. Set a realistic deadline or a time-span for all the goals.
These were tenets that must be taken into consideration while setting goals. Whether you set a personal development goal or a career development goal, there's a dire need to constantly evaluate and reevaluate those goals and make the required modifications, with respect to the changing environment. Both the goal and the time one has set, for attaining the goal should be challenging but realistic. Some may find goal setting to be a challenging task, but those who meet these challenge head on, will certainly progress on their personal as well as professional front. So, what are you waiting for? Rise and reach for the skies!