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Deniz Kilyar

Deniz Kilyar

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Goal setting uses a notion that individuals have a drive to reach a clearly defined end state, that is often a reward in itself. Its efficiency is affected by three features; proximity, difficulty and specificity. For an ideal goal, the initiation of action and achievement is close in time. This will increase execution focus. For the same reason, often annual targets are divided into monthly or quarterly steps so that individuals would refresh their focus and drive. A goal should be moderate, not too hard or too easy to complete. In both cases, most people are not optimally motivated. As many want a challenge - which assumes some kind of fear of failure – and, at the same, they need to feel that there is a substantial probability that they will succeed if they give it their best! Specificity concerns the description of the goal, that the goal should be objectively defined and understood by the individual.

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HR Executive Club is a community of practice for senior HR professionals. We facilitate deep learning, time to think and genuine sharing. Our purpose is to foster courage in the HR community so that together we can: shape the future of work; raise the people agenda; lead with heart; name the elephants and ignite the soul in business. More

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