For long-term tasks, Arkhangelsky proposed a map that allows you to view life as a project with a time frame. By filling it out, you will be able to answer questions about the future: “What will your career be like in 10, 20, 30 years? What will your hobbies be? What will your family be like?” This will help not only set goals, but also prioritize events, such as the birth of children or the purchase of housing.
Filling out the map takes 1.5-2 hours. The first version can be considered a draft and adjusted every three months.
For short-term tasks, Arkhangelsky suggests the "Strategic email lists uk Planning" tool. A list for the year is recorded on a sheet of paper. This sheet is inserted into the planner so that it can be checked when planning activities.
Mind map
A mind map, also known as a mind map, helps to structure information. The method was developed by British psychologist Tony Buzan, who studied the brain. He noted that neural connections resemble tree branches, and this principle formed the basis of mind maps. The main topic is fixed in the center, from which branches extend, containing subgoals.
Mind map
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A mind map helps you organize data, from book lists to vacation plans. It’s great for brainstorming as well as organizing your process. If your goal is to read more professional books, write “reading” in the center of the map.
In the second order, specific works are indicated, and in the third, methods of memorizing materials: exercises or note-taking.
People with creative thinking will find the method especially useful, despite possible difficulties with deadlines. A mind map can be created on paper, using ready-made templates or specialized programs such as Diagrams or Mindomo. Working on the map will take 1-2 hours.
Diary
A diary is the main tool for working with tasks.
With its help you can:
capture ideas;
write down short-term and long-term plans;
set priorities;
plan days, weeks and months;
track results.
Regularly keeping and reviewing records helps develop discipline and focus, speeding up completion. Its effectiveness is scientifically proven: studies have shown that the likelihood of completion increases by 42% if you write down your goals.
This method requires only 5-10 minutes a day. You can use business planners or motivational planners with specialized pages.
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4 Goal Setting Methods for Business
Every business is unique and requires an individual approach to goal setting. There are many methods that can help you define your goals and develop a strategy to achieve them. In this section, we will look at 4 of the most popular and effective goal setting methods for business.
Objectives & Key Results (OKR)
The Objectives & Key Results (OKR) methodology was created by Andy Grove, one of the founders of Intel, in 1968. OKR is based on the task management concept proposed by Peter Drucker, which focused on the important aspects of planning and achieving results.
John Doerr later adapted and implemented this technique at Google, which served as an impetus for its distribution and popularity.
The main feature of OKR is the combination of ambitious goals with specific key results necessary to achieve them. This approach facilitates effective task control and the formation of synergy in the team, optimizing work processes. Among the key advantages of goal-setting methods in management, such as OKR, are:
coordination of team work;
transparency in task management;
clear prioritization;
increasing employee engagement through awareness of the importance of their role;
orientation towards positive changes;
the opportunity for rapid growth and development of both individual employees and the organization as a whole;
universality - the method is suitable for startups and large corporations.
Objectives & Key Results (OKR)
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When formulating OKRs, it is important to adhere to a number of principles that serve as the basis for effective goal setting:
goals should be ambitious and challenging enough, but realistic;
It is recommended to set three to five tasks for each department;
tasks must be formulated clearly and specifically, avoiding vague expressions such as “improve” or “simplify”;
For each goal, it is necessary to establish at least three measurable criteria that can be easily supported by facts;
goals must lead to qualitatively new results.
It is recommended that OKRs not be linked to a bonus or reward system, as employees may perceive ambitious goals as a threat to their financial well-being, which reduces engagement.
If results are achieved at 80% or more, this may indicate that the tasks are not ambitious enough. Achievements below 50% are considered a failure. The optimal level of performance is considered to be in the range of 60-70%.
The disadvantages of this approach are the high degree of difficulty in achieving goals and the time spent on implementing projects, which can cause stress for participants. Despite this, many well-known companies such as Google, LinkedIn, Intel, Oracle and Twitter continue to use the OKR methodology.