Why do you need goals?

A person has a lot of time available, but not infinitely, and without goals, many interesting thoughts, ideas, and incentives for action are lost.

In life coaching, different goals are set. Thus, the main focus is on the optimal utilization of one’s own competencies and the ability to create independently. The main goal is to awaken and discover one’s own talents and strengths.

In philosophy, the actual goal is self-knowledge, i.e. to be able to correctly assess the possibilities and limits of mind and body and to intuitively conclude what is right.

The ultimate purpose of humanistic psychology is self-realization. Here, in the realization of goals, aspirations and desires, one’s own being is to be brought to full development

In communication, the goal is to make the most of verbal and nonverbal communication. Conversations are particularly effective when they are communicated in a value-free manner.

How to achieve goals?

The best and easiest method is to write down and visualize your life goals before you set out to realize them.

The goal is targeted several times, once as an idea in writing on paper, then visualized pictorially and varied mentally as an idea, and finally realized in reality as the desired end result.

Many are very creative when it comes to setting short-term goals for very simple tasks, such as shopping or even planning a trip.

Others know goal setting only from their job and usually reach their goal there more or less successfully, depending on their time management.

Few, however, apply this model to their personal lives, perhaps for fear of not being able to achieve their greatest goals, or simply because they don’t know how to proceed.

There are numerous ways to achieve personal goals with the help of various fields of knowledge, especially from psychology, philosophy and communication.

Does achieving goals make you happy?

According to K. M. Sheldon, positive psychology psychologist, people who pursue goals for their own sake are more satisfied and carefree.

Goal setting, for example, is about personal change, togetherness, social, etc. – topics that involve fun, enthusiasm, or beliefs. One’s own values are at play here. They are so-called intrinsic goals.

Issues such as wealth, power, influence, and self-determination can also serve as goals and strengthen well-being, only they are less enduring and more motivated by external reasons rather than internal drive. These are so-called extrinsic goals. Perfectionism, self-doubt or loss of meaning, on the other hand, weaken well-being and inner motivation. Feelings of frustration or even anger arise.

There are also mixed forms; someone may pursue extrinsic goals of their own accord if they are passionate about buying clothes to resell later at a profit.

What are the goals?

There are performance and development goals.

Performance goals tend to be extrinsically motivated. That is, acting to get a reward, such as a good grade, recognition, or financial incentive, or to avoid punishment.

What is striking here is that anxiety can occur in the face of both success and failure, namely when self-worth is associated with personal success.

People with a more static self-image may wonder how long success can be sustained. Also, you may be too fixated on achieving your goal. This creates the fear of failing or not delivering a good result. Success then means, for example, achieving good results, while mistakes, on the other hand, tend to be judged as a lack of competence.

Development goals tend to be intrinsically motivated. Stimuli for action are then curiosity, pleasure in learning, etc. These are more process-oriented. Self-esteem is thus less at risk and may even be strengthened because one’s own personality can develop further.

People who are process-oriented tend to have a dynamic self-image. Success means learning to understand better, and mistakes are perceived as opportunities for development. There are some prerequisites for successful implementation of both types of goals.

Methods

There are a few methods to achieve goals. The following questions are important. are my goals:

Motivable?

What makes the target appealing, what need does it satisfy? Is it a development goal or more of a performance goal? Setbacks are learning exercises that can actually inspire motivation.

Specifically?

An abstract goal does not provide clear incentives for action. Therefore, for example, it is better to resolve: “I will go to work by bike from now on”, than: “I want to get fitter”.

Positive?

An avoidance goal is one that seeks to prevent or delay something, e.g.: “It would be good to read less trivial literature.” An approach goal, on the other hand, would be a positive formulation of that goal, preferably tailored directly to oneself and directed as closely as possible to the present, so that a positive stimulus is created, for example: “I’m going to read technical literature for 30 minutes every day from now on, specifically looking at topics that I can currently use in my work.”

Attractive?

When you have the feeling that you can achieve the goal under your own steam, your motivation increases. This is more possible when rational considerations (head) are aligned with emotional motivations (gut). For example, one can also, call up various positive inner images . So you can imagine how you feel once the goal is reached. This is how you promote a positive self-image and self-image. describe the narrative motivates and stimulates the imagination.

Terminable?

It’s important to set yourself a deadline. Otherwise, you just keep putting off your plans.

In writing?

When you put goals in writing, you automatically make them more concrete, positive and attractive. Convergent thinking is stimulated and you set the right focus. A mind map, on the other hand, stimulates divergent (creative) thinking.

Measurable?

The goal should be formulated in such a way that it is also clear whether and when it can be achieved. It is also a matter of determining indicators that show you whether the goal has actually been achieved.

Realistic?

It is actually a banal truth but nevertheless you often surprise yourself by setting your own goals too low or too high. Both are frustrating and demotivating. What is motivating is what is doable and challenging at the same time.

He who sets goals for himself passes by chance (Stefan Zweig, writer)