This is goal-setting. The psychological significance of goal-setting The essence of the concept of goal-setting in the educational process

What is goal setting is an important question. It means the ability to set goals and achieve them by solving problems. A correctly formulated desired result is the key to success in any activity, from personal plans to professional tasks.

The term “goal setting” in modern management also characterizes trainings popular with businessmen who study effective plan management and time management. As a result, the following skills are acquired:

• planning work and personal time, taking into account the importance of tasks and the desired results, as well as their prospects;
• correct goal setting and determination of methods to achieve them;
• determining the path of the shortest achievement, setting the right tasks.

Correctly formulated result is the key to efficiency

Goal-setting is a procedure for defining one or even several goals for managing the process of implementing leadership ideas, a practical concept with which a person determines the desired results and methods of implementing the main idea. It is the primary phase of management, involving the design of the tree, the definition of the mission, and the nature of the tasks.

Goal-setting in managerial psychology is one of the stages of management, which involves choosing a big dream and building a tree of desired results, taking into account the mission, strategy and characteristics of tasks.

Goal setting process

The process implies a step-by-step breakdown of the main goal into sub-goals, for each of which a number of tasks are set. The result implies an increase in sales, labor productivity, or personal efficiency.

Goal setting process

Types of goals

Goal-setting in TOP management is a procedure for choosing a result with parameters of possible discrepancies in order to achieve the main idea. Also understood as making sense of the activity from a practical point of view. Formation of possible results and tasks for their achievement by choosing the simplest and fastest means, taking into account the available resources.

• External - take into account the state of society and the environment in which the enterprise operates and internal goals. Thanks to them, the organization meets its needs.
• Simple and complex.
• Strategic and tactical.
• Short term, medium term, long term.
• Manufacturing and marketing, administrative and so on.

Management textbooks provide an extensive classification, but only a few of the objectives are sufficient for management. So, if it is necessary to solve a large-scale problem affecting the organization as a whole, then the setting of strategic goals is used, and if it is required to paint the achievement of the desired result separately in stages, then tactical ones.

More often, organizations define mid-term and short-term results in their business plans, while long-term results are defined as goal-setting for 5 or more years. In the current unstable economic situation, it is very difficult to make a forecast even for one year, not to mention longer periods, therefore, less urgent results are prescribed.

Important! Scheduling personal and work time and goal setting are management functions. It is necessary for the organization to have a clear idea of ​​where and why it is moving. In addition, setting goals to achieve the basic ideas of planning and involves goal-setting.

Goal-setting assumes that each member of the organization has certain rights and obligations, area of ​​responsibility. It is this understanding that allows a comprehensive approach to target planning, which allows you to develop whole programs aimed at achieving certain results. This is a simplified scheme of work, indicating the main results that need to be conveyed to specialists. Spelling planning tasks helps you get the job done more clearly.

Effective planning

How to set goals correctly

For a goal to work, you need to know the rules for setting it. They are spelled out in management and are indicated at all trainings. Violation of the rules and fundamentals of the statement leads to a decrease in efficiency.

Construction principle

There are various technologies and methods of goal setting, but the main principles for constructing results are:

• precise specific justification;
• an indication of the date on which the goal must be fulfilled;
• wording - only in positive terms. For example, you need to say “I want to be slim” instead of “I don't want to be fat”;
• it is necessary not to use words that can reduce the effectiveness of the goal: must, must. These terms are antipodes to the word "I want". Therefore, for all purposes, it is necessary to replace the word "must" with "I want", "must" with "I can allow". There is a very simple exercise: you need to write out goals in different areas of life. For convenience, they can be divided, for example, home, family, work, study, health, and so on. At each point, it is worth writing the goals in such a formulation in which the person is used to formulating them. After that, you need to view the list and change all the words. Such goals will work more effectively, since the subconscious of a person works with them.
• it is better not to set unmanageable goals for yourself, but to break the big one into several subgoals. For example, the dream of buying a cottage in the city center seems unrealizable to many. However, if you move towards the goal evenly, with slow steps, then it will be achieved faster.

It is worth remembering that you cannot earn 10,000 rubles today, and five hundred tomorrow. The process of effective goal-setting also presupposes a change of thinking. It should be positive. Large sums of money like prepared people. And of course the desired result must be specific. For example, “I want to make a profit” and “I want to get an additional 20,000 rubles. this month". Of course, the 2nd goal looks more specific, it contains both numbers and an indication of the date.

Important! Realizing the principle of purposefulness, goal-setting allows you to set precise goals with reference to specific activities without exchanging for others. This is especially evident in social science, because goal-setting implies obtaining initial basic knowledge for setting precise, specific goals.

Process steps

Goal-setting in management is characterized by the following stages:

1. diagnostics of the current situation;
2. formulation of several main objectives,
3. formulating the main goal in the correct effective terms;
4. breakdown of the goal by stages.

The process should result in one main goal and up to 5 subgoals. It is advisable to indicate the exact date of execution for each entry.

Stages of goal setting

Methods

The methods are developed by leading managers.

Interesting! The effectiveness of the methods has been proven by many years of research.

Goal-value method

The method consists in filling in a matrix with goals and values. Goals are written in the left column, followed by the values ​​chosen by the person himself: family, love, hobbies, material well-being, etc.

A goals table with values ​​might look like this:

The table shows that the main goal is to get a new position with a higher salary. The method is convenient, but it has a number of disadvantages, the main of which is the difficulty in giving marks. Such a matrix, working 100%, can only be made by a self-confident person who knows what he wants from life.

In addition, the need for higher ranking can be noted. For example, to give marks not on a two-point scale, but on a five-point scale.

Ivy Lee Method

The Ivy Lee method is often given in staff training. It's simple and effective:

• planning is done at the end of the next day. There are 6 important goals to write down;
• arrange cases in order of importance;
• the next day, you need to concentrate on the very first point. This main thing must be carried through to the end;
• then solve less important matters in order;
• if some cases remain, the unattainable results are transferred to the next day in a new list.

The first tester of the strategy tried it out for three months and was impressed with the results. Indeed, things began to go much better, and the corporation brought in more profits.

SMART method

SMART is a system for setting the desired results. The goal-setting scheme for this method includes the following blocks:

• Specific - specificity;
• Measurable - measurability;
• Achievable - achievable;
• Realistic - realism or reality;
• Time bound (timed) - determined by time.

SMART method

Errors

The goal-setting process is complex, and errors can be as follows:

• goals do not correspond to the actual desires of a person;
• goals are not clearly formulated, without a date and a specific result;
• there are too many desired results set at the same time;
• too simple or overly ambitious desires.

Important! Applying this or that goal-setting method, you should carefully study the literature and only after that start recording your desires.

Thus, goal-setting is a process of immediate planning of activities or social functions. There are many procedures for the procedure, but it is worth remembering general recommendations: the specificity of the desired result, its urgency and compliance with the person's internal priorities.

The modern rhythm of life introduces a lot of confusion into a person's life, so it sometimes seems that it looks like chaos. Many people want to streamline their life and work. Psychologists believe that this is quite possible if you set goals and plan activities correctly, that is, learn the function of goal-setting.

Goal setting in psychology

It is not difficult to understand what goal-setting is, since each individual at one time or another faces the choice of a goal and the search for ways to achieve it. However, for some people this is a difficult task due to the fact that there is not enough knowledge or some effort is required. Therefore, not everyone can cope with it, it is much easier to let your life take its course.

Important! Psychologists say: if an individual wants to achieve something significant in his destiny, it is imperative to learn how to plan life.

To do this, you need to understand what the goal-setting process implies. Such actions are useful to everyone, as they help not only to streamline the situation around them, but also to constantly live in a comfort zone. For example, you can avoid being nervous about not having enough time for important things, redoing a lot of things, and achieving good results.

A big problem in goal-setting is to find the correct criterion by which you need to navigate in such an important question as “how valuable is the choice of this or that task”? It is he who is the basis of goal-setting. The difficulty is that the criteria, in contrast to the goals, do not lie on the surface, a person may not immediately understand them.

Advice. It is possible to correctly determine the selection criterion if the individual answers to himself the question “what is the main thing in his life?”.

Goal setting process

Explaining to clients what the basics of goal-setting include for them, psychologists take into account: everyone has their own style of being. For example, one adapts to the surrounding conditions, while the other walks through life purposefully. Both life models have the right to exist, but in both cases it is better to adhere to the algorithm:

1. Determine your main values, fix the key areas in writing according to the 7 + 2 formula (for example, abilities, inner world, professionalism and others + two that are not so important, but create the comfort of being: a good car, a trip);
2. Be sure to write down goals in line with your values. They should be the most significant at the moment, so there shouldn't be many of them;

1. Find the most accessible methods of achieving them, for example, for self-development - sign up for certain courses, to improve professionalism - get a second education, improve your health - do yoga.

For your information. In psychology, goal-setting is a creative process, which is especially important for organizations. It is considered, for example, that the more plans the personnel of the organization have, the more global they are, the more creativity it takes to implement them.

Therefore, it is important for a leader to know the main psychological aspects of successful goal-setting, for example, the following:

• Each goal that is set for the personnel presupposes, among other things, the solution of human needs, for example, for one employee it is the desire for a career, for another - the desire to earn a lot, the third seeks to be recognized, therefore it is more effective to motivate personnel for success in accordance with human needs;
• Even the most ideal planning can contain errors, as there are always some unaccounted for facts. It can be the human factor, natural disasters, financial problems, so everything is initially conditional;
• We must be ready to change the plan of action, given that the closer to the goal, the more strength (moral, material, physical) is needed to carry out the target activity.

The relationship between goal and goal setting

If you need to build your activities on the principle of purposefulness, then goal-setting allows you to determine the main tasks and prioritize. This is possible subject to the following rules:

1. Any goal, public or private, must be clear and clear. This will allow you to quickly implement it. Vague and unclear are either too global or overestimated plans that may never come true.
2. An individual who lives in society is best to combine social (common for all) goals and personal ones that are meaningful directly to him. Professional activity, which is important for many, develops more effectively when there is an interest in achieving common goals, in addition to personal ones.

For your information. There is often a situation where it is difficult to immediately formulate a goal, both for yourself personally and for the organization. Experts give good psychological advice: a task that is described in detail has a better chance of being implemented, since the subconscious mind is involved in active work and visualized for success.

Considering that goal-setting in psychology is the interconnection of all the components of the process, a positive attitude, a specific task, exact timing, and presentation of the result are important.

How to set goals correctly

In psychology, a goal is a reflection of an intended outcome. In order to reach it successfully, it is necessary to take into account what it should be characterized by. Therefore, experts talk about certain principles of goal-building:

• A real interest of the person in achieving something is necessary;
• The goal should be such that it can be divided into specific tasks that are easier to cope with;
• To achieve the result, it is necessary to be provided with resources (physical, material, moral, etc.);
• Mandatory setting of time frames for intermediate tasks;
• The need for a clearly formulated and concrete idea of ​​the end result.

Planning and goal setting

Successful outcome involves planning action. Therefore, goal setting and planning are two interrelated processes. For example, psychologists believe that scheduling is already the first step towards the implementation of targeted activities. Among other things, it has an educational effect, as it keeps a person within limits. The main thing– the result will be positive only with a clear step-by-step implementation of the steps:

1. Setting a goal, always in writing, since without writing it is just a dream;
2. Drawing up a clear timetable for action;
3. Control that all actions are performed in accordance with the plan;
4. The main goal should always be the focus of attention;
5. Obligatory written fixation of how the goal is being achieved.

For your information. At the initial planning stage, it is not always possible to take into account all the nuances. It is justified if the planning is initially conditional in order to then concretize and refine its intermediate stages.

Despite the difficulties, planning must be carried out, as it additionally helps:

• focus on important points;
• determine the direction of movement;
• eliminate doubts;
• increase the level of staff motivation;
• make effective use of available resources.

Goal setting technology

Experts argue that there is no universal methodology for goal-setting, since there are no universal goals. For example, ideas for increasing your income can be classified as financial, but if you need to climb the career ladder to achieve, they become professional. Therefore, what is the characteristic of the goal, so is the technology of goal-setting. The main thing is the correct definition of the methodology.

The goal must necessarily be achieved, this distinguishes it from empty dreams. To check whether the task is realistic and whether it will be achieved by a person, SMART technology is proposed:

• S - specific;
• M - measurable;
• A - achievable;
• R - result oriented;
• T - defined in time.

Ivy Lee Method

Ivy Lee is considered the founder of Public Relations (PR), that is, public relations. His method is considered simple and effective, therefore it is often used in management.

For your information. Lee explains in an accessible way how to achieve maximum productivity in an organization. Although many are embarrassed by such simplicity, it is psychologically understandable - people are trying to complicate their lives, so they are looking for ways to solve problems rather complicated. Meanwhile, all ingenious is simple.

Lee's technique is considered cool for managing both life and organization:

1. At the end of each day, make a list of the most important things for tomorrow, no more than six.
2. Distribute cases in order of importance.
3. In the morning of the next day, do not spray, concentrate on the first important task. Until it is solved, you should not tackle the next one.
4. Then the next scheduled tasks are solved as they become important.
5. If there are any unresolved tasks, they are transferred to the list of important tasks for the next day.

Goal-setting in psychology is a process of planning activities in the near future. There are many technologies for such a procedure, they all have general recommendations: the desired result should be specific, valuable for the individual, and foreseeable in time.

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PURPOSE SETTING AND STRATEGY

It should be noted that revolutionary goal-setting cannot be dispensed with - it is impossible to assume the reorganization of the company every time when setting goals, because this implies the suspension of activities, certain costs, a fairly long-term formation of a new culture and a new organizational order. For effective purposeful activities for the production and sale of products, "balance, stability, integrity, established by management" are required. “The foundation of any organization is its daily production activities that require the direct involvement of executive leaders,” not revolutionary leaders. Whereas revolutionary changes are “periods of significant turmoil in organizational life” and can only be carried out by a recognized leader.

Organizations develop cyclically: evolution is a revolution, “evolution often prepares a revolution, leads to it and ends with it, and the revolution, on the contrary, is replaced by new evolutionary changes. The mechanism that is the impetus for the change from evolution to revolution can be called a development crisis ”.

At the same time, the revolution itself is a crisis that must be resolved and overcome.

Thus, the goal-setting system includes both smooth, stable evolutionary goal-setting, and abrupt, problem and crisis, revolutionary. The achievability of the socio-economic goal in evolutionary goal-setting is ensured by the fact that it exceeds the previously obtained indicators by only a few percent, and to achieve it, a small permanent improvement is enough, reserves for which are almost always available. The achievability of a socio-economic goal in revolutionary goal-setting is ensured by the fact that an analysis of the organization's potential is carried out in advance, the necessary funds are found, the strategy and structure of the organization are determined.

It is this approach that allows us to solve the problem of what is primary - the goal or action, set by Hegel. The primary goal, if the evolutionary development of the organization is possible, and, conversely, activity (search behavior according to Alexei Leontiev) is primary, when the possibility of a significant increase in the results of the organization or their preservation in the face of problems and crises arises.

Thus, the following definition of the company's goal can be given: the socio-economic goal of the organization is one of the first and main elements that characterizes the anticipation in thinking of the most effective ways and means of activity that ensure the maximum achievable socio-economic results of the organization's work. When these paths are found, the goal includes making the necessary changes to implement a new vision, the expected maximum achievable result provided by these changes is a new socio-economic goal of the organization (revolutionary goal-setting). If such a new vision is absent, then a goal is set “from achieved”, which implies constant improvement (evolutionary goal-setting). This is the only way to most effectively solve the problem of Hegel's goal-setting.

In this regard, the method of revolutionary goal-setting allows starting not from goals, but from changes, proceeding from the vision and the “as is” paradigm (or even from the initial paradigm of the owner), from which, through modeling, one can move to the “as should be” paradigm. We call this technique VPM (vision - paradigm - model). When modeling the "how it should be" paradigm according to the criterion of the maximum achievable goals, we get:

• organizational, scientific and technical development projects of the organization;
• plans for the production and sale of products after the implementation of these projects (carrying out revolutionary changes);
• the maximum achievable goals of the organization.

The proposed methodology is described in detail in our article "Goal Setting and Strategic Management of Organization Development". The statements that “the strategy for achieving the final goal follows from the goal itself as a result of its decomposition” refers only to evolutionary goal-setting.

The evolutionary tree of goals proceeds from a fixed specific socio-economic goal "from what has been achieved", which allows for a fairly clear control over the goal-setting processes. The revolutionary goal tree is based on a fictitious development goal that does not have a specific value. Accordingly, revolutionary goal-setting cannot have any formal control and only shows the formal side. The informal side is determined: firstly, by the fact that the goals are set by people, not organizations; and secondly, the fact that no leader is able to effectively carry out the setting of new goals alone.

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Reviews, comments and questions about the article:
"Goal setting, strategy and structure in modern management"

04.06.2018 19:09 Dmitriy "... a system of key provisions," what are these provisions?

04.06.2018 19:37 Consultant Mikhail Zhemchugov, Ph.D. Quote from the article: "Vision ... This is a huge array of subjective heterogeneous unstructured information that cannot be used as a specific goal. This problem can be eliminated if you use not the vision of the organization itself, but a limited and structured, necessary and sufficient system of key provisions that determine and formal and informal organization and management system, all activities of the company, the socio-economic results achieved by it ". In short, the system of key provisions is that necessary and sufficient system of summarized substantive provisions that determine both the activities of the enterprise and its results. It is only necessary to formulate this system for a specific enterprise.

As with any kind of human activity, professional pedagogical activity is predetermined by the awareness of a realizable goal. The priority, fundamental and universal competence of the personality of the modern global society is the ability to fulfill goal-setting, make forecasts for the future, outline an action plan to achieve the set goals.

Categories of purpose and goal-setting in pedagogy

Definition 1

Didactic goals in educational science- it is a concentrated expression of the interests of society and the individual; the basic factor of the pedagogical system; an element of forecasting, design, implementation and management of the pedagogical process.

Definition 2

Pedagogical goal setting- this is the process and result of the definition, formulation, setting of goals and learning objectives, initiated by the teacher and accepted by the students; the core of the educational process; an effective methodological and didactic tool for the formation of the educational process, which determines the choice of forms, methods and methods of pedagogical influence.

The structure of the goal setting process

The structure of the goal setting system contains 5 main elements:

1. Setting, formulating the goals of educational activities;
2. Drawing up an activity plan aimed at achieving goals;
3. Forecast of expected results;
4. Evaluation of the results obtained;
5. Correction of identified errors and inaccuracies.

Goal-setting in pedagogy is a reflection of its objective and subjective sides. The objective side is characterized by objectively existing challenges to the individual and the state in a constantly changing society; objective requirements for the essence of education and the degree of professional training of specialists, corresponding to a new level of social development.

The subjective side of goal-setting, as a system-forming factor in modern pedagogy, is determined by the activities of specialists in setting and formulating goals. The subjects of the educational process are endowed with consciousness, have personal qualities and competencies, which leaves a certain imprint on the nature of the goals.

Levels of implementation of goal-setting

In the educational system, goal-setting is implemented at the following levels:

• Modern society and the state (federal laws, regulations governing pedagogical activity);
• Subjects of the Russian Federation (programs and concepts of regional development);
• Educational organization;
• Individual professional activity of an individual teacher.

Approaches to the classification of goals in pedagogy

In accordance with the requirements of the Federal State Educational Standard, didactic goals as predicted results of pedagogical influence are included in 3 groups of tasks:

1. Educational;
2. Educational;
3. Developing.

According to the common classification, the following types of goals are distinguished:

• Subject;
• Personal;
• Metasubject.

All of these goals are fixed in educational standards.

Clarification of the goal is reflected in the formulation of individual tasks - the so-called steps, stages on the way to achieving goals. The structure of the task contains requirements, focus on the implementation of a single goal; didactic conditions and means used in the process of solving problems. The goals and objectives in the aggregate form the target component of the pedagogical system, which, instead of meaningful, procedural-activity (technological), evaluative, is aimed at forming the unity of the pedagogical system.

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There is nothing more contrary to reason and nature than chance.
Mark Tullius Cicero
And God stepped into the void. And He looked around and said - I am alone. I will make myself a world.
Johnson J.W.

As we have already found out, any movement of any living, and even more so a rational creature is behavior with a goal. There is no aimless behavior. A person does not make a single movement without pursuing this or that goal.
The reason for this is obvious, since the source of any goal is need. Every person has needs, and the goal is an image of their satisfaction.
Thus, the goal is the beginning, content and completion of any movement. A simple and understandable thought follows from this: from a practical point of view, for any person there is nothing more important than the Goal.
Actually, this fact is directly reflected in the work of our brain. The latter is always busy with the same process - the ideal creation of the future, i.e. goal setting. There is no need for us to force our brain to set goals and objectives, it is already busy with this.
Everything is simple and obvious. We are always moving in accordance with certain goals. There is simply no other way for us. We can be aware of this fact or not - the essence of things will not change from this.
You can even talk about the presence of an immutable law of cause and effect, which says that every effect in our life has a reason. Purposes are reasons; health, happiness, freedom and prosperity are the consequences. We sow goals and reap results. Goals begin with thoughts or causes and manifest themselves as conditions or effects.
It automatically follows from this that we are where we are, and we are who we are, precisely because we ourselves wanted to. It turns out that only our thoughts, plans, goals, deeds and behavior have brought us to our current state. It could not be otherwise. This is the structure of the World and ourselves.
Here a simple but logical question arises. If we always move only in accordance with the goal set by our own brain, then why are so many of us not satisfied with where we are and who we are?
Why is it customary to believe that someone "achieves the goal (of success)" and someone does not? Where do “losers” come from? Where does non-health, non-happiness, non-freedom and vegetation come from? Disappointment in yourself, people, life? Resentment, guilt, shame? Fear, anger, anger, hatred? Where, in the end, did this obscenely worn phrase "they wanted the best, but it turned out - as always" come from?
Apparently, we are never truly happy if we do not move towards achieving something very important to us.
There are nuances here.
“After twenty-five years of research and experimentation, I have come to the conclusion that success is equal to the goal, all the rest is speculation. Knowing how to set a goal and create a plan for its implementation will serve your success more than any other activity. " (Arthur B. Van Gundy)
The maximum concentration on the goal, continues the same author, is the most important quality of people who achieve outstanding results in any business, in any field. Even a small fraction of our potential cannot be realized without learning to set a goal and achieve it as simply and naturally as brushing your teeth and combing your hair in the morning.
So, the first most important nuance is concentration. Our brain contains a mechanism for finding a target, continuously provides feedback to the target and automatically corrects the course. Thanks to this mechanism located in our brain, we achieve any goal set for ourselves, if only it is clear, and we are persistent enough. The process of achieving a goal is almost automatic. But it is precisely the definition of goals that is the main problem for most people.
The second fundamental nuance is the definition of the goal.
An interesting fact is that very few people have a conscious, real purpose of their own. It is believed that only less than three percent of people write down their goals on paper. And less than one percent of them reread and rethink these goals with due frequency. It simply does not occur to many how important the physical existence of one's own goal is.
Meanwhile, people without a goal are doomed to work forever for those who have these goals. We work to achieve either our own or others' goals. We live either our own life, or "someone else's" life, life in the name of fulfilling other people's goals and interests. The best work is to achieve your own goals and to help others achieve their goals. This is not "work" at all, but a real pleasure.
Why don't people set their own goals?
The first reason people don't set goals is because they just don't know. Not aware of the basics of causality in our world. In our opinion, "vulgar materialism", the prevailing mass worldview of the last 150 years, has played a significant role in this, which determines changes by chance, genetics, hereditary predisposition, "natural selection", "struggle for existence", etc. circumstances.
Here is a classic statement of materialistic science: "The goal is secondary, and the material conditions of its formation and implementation are primary, because they not only precede the process of forming the goal, not only in a certain sense generate it, but also determine it."
As a result, people prefer words to deeds, they want to achieve success, improve their lives, but at the same time they do not quite understand how to do this specifically and where to make efforts.
As already noted in the section "Needs", the absence of raising the question of the meaning of life practically leads to the abandonment of one's own goal-setting altogether.
The second reason people don't set goals is because they don't take responsibility for their own lives. Until the moment a person has taken full responsibility for everything that happens to him, one cannot say that he has even taken a step towards setting a goal. A person without responsibility is one who constantly waits for "real life to begin." In this anticipation, all the energy and time is spent coming up with explanations and excuses for the lack of the desired happyness.
The only way to determine what a person really believes is by judging by their deeds, not by their words. It is what we do that matters, not what we say. Our true values ​​and beliefs are always expressed by our behavior, and only by it. One person getting down to business is worth ten brilliant speakers who do nothing. A serious person is a doing person.
The third reason people don't set goals is because of deep-seated feelings of guilt and low self-esteem. Modern mass education is arranged in such a way that a child, a teenager, and then an adult, as it were, constantly owes something to someone - parents, school, elders, the state, etc. All kinds of "standards" in the form of so-called stars, idols and other "celebrities" are constantly being imposed on people. In an involuntary, but inevitable comparison, an ordinary person feels his own "smallness", down-to-earthness. People who are artificially pressed to such a low evaluative-emotional level that they have to “look up to see the bottom” cannot, of course, confidently and optimistically set goals for months and years ahead. A person who grew up in a negative environment that fostered in him a feeling that he does not deserve anything or an approach like “and what is the benefit!”, As well as “I'm not good enough,” is unlikely to be able to set serious goals.
The fourth reason people don't set goals is because they don't understand the importance of goal setting. This is simply not taught. If we grew up in a family where both parents do not set goals, and the definition and achievement of goals is not a recurring topic of family conversations, then we can become adults without knowing that goals exist not only in sports. If we belong to a social circle where people do not have clearly defined goals to achieve which their activities are directed, we are unlikely to think about the phenomenon of goal-setting in general. Eighty percent of the people around us go nowhere, and if we mingle with the crowd, we will go there too.
The fifth reason people don't set goals is because they don't know how to do it. In our society, it is possible to obtain a university degree - the sum of fifteen or sixteen years spent in education - without even having received an hour's lesson in goal setting. Meanwhile, the study of the principles and methods of goal-setting is almost more important than any other subject that we have ever studied.
The sixth reason people don't set goals is fear. Fear of failure, fear of rejection, fear of criticism. Since childhood, our dreams and hopes have suffered from the blows of criticism and laughter from others. Perhaps our parents did not want us to cherish high dreams and then get discouraged, so they quickly pointed out to us the reasons why we would not be able to achieve our goals. Our enemies and friends laughed and made fun of us when we imagined ourselves to be someone or did something that transcended their self-image. Their influence can leave a mark on your self-image and goal setting for years.
Children are not stupid at all. They very soon learn that "if you want to get along with everyone, do like everyone else." Over time, a child who is disapproved and constantly criticized stops developing new ideas, cherishing new dreams, and setting new goals. He begins a lifelong journey, playing with security, selling himself on the cheap, accepting his own low achievements as a vital inevitability that does not lend itself to change.
Fear of failure is the greatest obstacle to success in adulthood. It is she who keeps people in their comfort zones. It is she who makes them bow their heads and stay safe as the years pass by.
The fear of failure is expressed in the suggestion “I cannot, I cannot, I cannot”. Fear is internalized in early childhood as a result of destructive criticism and punishment for actions that did not meet with the approval of our parents. Once rooted in the subconscious, this fear spreads further, paralyzing the dream and killing ambition, causing more harm than any other negative emotion that visits the human soul.
The seventh reason is misunderstanding and rejection of the meaning and role of “failure” in achieving success. The rule is that you cannot be successful without being defeated. Failure is a prerequisite for success.
The greatest successes are almost always preceded by many defeats. It is the lessons learned from failure that make success possible.
Look at each temporary defeat as a road sign saying, "Stop, you better go this way." One of the qualities of a leader is the refusal to think in terms of "failure" or "defeat". They are replaced by the concepts of "valuable lesson" or "temporary failure".
You can learn to overcome your fear of failure by being clear about your goals and accepting temporary difficulties and obstacles as the inevitable price that must be paid for any significant success in life.

Goal setting and the law of control