Knowing who you are makes a difference when setting goals
By BY Sonya Rogers Education news
Effective goal setting requires three components: a) knowing your own typological preferences and nonpreferences, b) respecting differences in others, and c) making accommodations and modifications in your own behavior that can facilitate the goal-setting process. In other words, we are all different and typically think and react differently to varying situations.
For instance, some people are stereotyped as to what is known as extraverts, while others may behave more like an introvert. The underlying differences in the two are as follows:
Extraverts don't always allow others time to think about discussions.
Extraverts sometimes forget to put goals into writing.
Extraverts sometimes fail to effectively practice listening to others' ideas and suggestions about goals.
Extraverts can forget to seek clarification for a correct understanding of goals.
Introverts should allow others to speak without holding them to what they say.
Introverts should commit themselves to sharing more than just a final response.
Introverts at times should use gestures or signals to indicate assent or dissent of a suggestion or goal.
Introverts can't keep silent. Basically, extraversion and introversion both relate to 'where you focus your energy'. For extraverts, goal setting is a group experience where issues are 'talked through'. Fortunately, if everyone provides input and feedback to the team discussions, each key player will be committed to the end product.
However, some people believe by remaining quiet, a person is offering consent to the goal-setting process. Some introverts may wonder if speaking up is necessary at times, especially when an extravert begins speaking louder
and more assertive. In any cooperative group task, it is important for people to learn to understand and appreciate each other's personalities and differences.
The difficulty for both sides centers around one particular difference- the introvert's desire to 'get it in writing' and the extravert's desire to 'talk it through'. Therefore, the most effective goal setting process would entail providing an opportunity for extraverts to verbalize and reiterate their ideas while introverts are given the opportunity to reflect on what has been discussed.
There are many other types of people such as sensors, intuitives, thinkers, feelers, judgers, and perceivers. Ultimately, the greatest goals in the world can lead to nowhere if they do not appeal to these personality differences.
The most successful businesses are those that recognize their typological blind spots and involve all types of personalities in the goal setting process.
Consequently, goals that involve each of the preferences are much more
likely to achieve success in order for a company or organization to experience small wins as well as big ones.
Sonya Rodgers is an independent columnist for the Atmore Advance and writes on educatioal issues.