Setting Goals Is Crucial to Success

Whether you want to set goals for your business or your personal life, defining clear and concise goals is very important. Without specific goals, you may end up quite confused about what you want to achieve, and you put yourself on the path toward stagnation. Clarified goals can give you a sense of intense purpose in your life, as well as tremendous momentum.

Here are five important tips to help you to define clear goals in your life:

1. Understand what you want to achieve. In order to define clear goals, your first step is to determine exactly what you want to achieve. (If you don’t know where you’re going, you can’t figure out a route to get there.)

Once you know where you want to be and what you want to achieve, you’ll be able to come up with the goals that will help you get there.

* Where do you see yourself in 5 years?

Brainstorming your dreams and desires may take some time, so make sure you sit down and get it done.

2. Determine a timeline. Setting timelines helps to prevent procrastination and spur you on to action to meet your goals. Having a timeline for your goals also helps to clarify them because now you know what you want and when you want it!

* Come up with goals that you want to meet in a month, year, and even five or ten years from now.

* Make a plan that will keep you on track; however, don’t etch your plan in stone! Allow for changes along the way, but keep your eye on the main goal.

3. Ensure your goals are realistic. You can avoid stress in your life by having realistic goals, and you can almost guarantee that you’ll be able to achieve them. A clear goal is a realistic one.

You can separate long-term goals for business or life into smaller, achievable action steps. Reaching multiple goals along your journey will give you a feeling of accomplishment and motivate you to continue.

4. Be specific. Clarify your goals with the details of exactly what you want. Avoid vague generalities. When you make a specific goal, you’ll be better able to accomplish it.

* Specific goals allow you to form your timeline and define your action steps. There’s no guesswork involved when dealing with specifics.

* For example, “make more money with your business” is a vague goal. Come up with a specific goal, such as, “I will make $1,000 more per month, three months from today.” This goal is specific, measurable, and realistic.

5. Refine your goals. Your goals may change as your life changes. During this process, you’ll be able to make them more specific, realistic, and achievable.

* It’s okay to refine your goals several times in your life! What’s important now, might not be important to you six months or six years from now. Be willing to accept change. Revisit your goals from time to time and make new plans if necessary.

Some people flounder through life, unsure of their purpose or what they want to achieve. Don’t let this be you! Your life will have clear meaning if you put some thought into what’s important to you, what goals you want to achieve, and what actions to take to make your dreams a reality.

The Evolution of Project Management

Importance of Project Management is an important topic because all organizations, be they small or large, at one time or other, are involved in implementing new undertakings. These undertakings may be diverse, such as, the development of a new product or service; the establishment of a new production line in a manufacturing enterprise; a public relations promotion campaign; or a major building program.

While the 1980′s were about quality and the 1990′s were all about globalization, the 2000′s are about velocity. That is, to keep ahead of their competitors, organizations are continually faced with the development of complex products, services and processes with very short time-to-market windows combined with the need for cross-functional expertise. In this scenario, project management becomes a very important and powerful tool in the hands of organizations that understand its use and have the competencies to apply it.

The development of project management capabilities in organizations, simultaneously with the application of information management systems, allow enterprise teams to work in partnership in defining plans and managing take-to-market projects by synchronizing team-oriented tasks, schedules, and resource allocations. This allows cross-functional teams to create and share project information.

However, this is not sufficient, information management systems have the potential to allow project management practices to take place in a real-time environment. As a consequence of this potential project management proficiency, locally, nationally or globally dispersed users are able to concurrently view and interact with the same updated project information immediately, including project schedules, threaded discussions, and other relevant documentation. In this scenario the term dispersed user takes on a wider meaning. It not only includes the cross-functional management teams but also experts drawn from the organisation’s supply chain, and business partners.

On a macro level organizations are motivated to implement project management techniques to ensure that their undertakings (small or major) are delivered on time, within the cost budget and to the stipulated quality.

On a micro level, project management combined with an appropriate information management system has the objectives of: (a) reducing project overhead costs; (b) customising the project workplace to fit the operational style of the project teams and respective team members; (c) proactively informing the executive management strata of the strategic projects on a real-time basis; (d) ensuring that project team members share accurate, meaningful and timely project documents; and (e) ensuring that critical task deadlines are met.

While the motivation and objectives to apply project management in organizations is commendable, they do not assure project success.

Project management has been practiced for thousands of years dating back to the Egyptian epoch, but it was in the mid-1950′s that organizations commenced applying formal project management tools and techniques to complex projects. Modern project management methods had their origins in two parallel but different problems of planning and control in projects in the United States.

The first case involved the U.S Navy which at that time was concerned with the control of contracts for its Polaris Missile project. These contracts consisted of research, development work and manufacturing of parts that were unique and had never been previously undertaken.

This particular project was characterised by high uncertainty, since neither cost nor time could be accurately estimated. Hence, completion times were based on probabilities. Time estimates were based on optimistic, pessimistic and most likely. These three time scenarios were mathematically assessed to determine the probable completion date. This procedure was called program evaluation review technique (PERT).

Initially, the PERT technique did not take into consideration cost. However, the cost feature was later included using the same estimating approach as with time. Due to the three estimation scenarios, PERT was found (and still is) to be best suited for projects with a high degree of uncertainty reflecting their level of uniqueness.

The second case, involved the private sector, namely, E.I du Pont de Nemours Company, which had undertaken to construct major chemical plants in U.S. Unlike the Navy Polaris project, these construction undertakings required accurate time and cost estimates. The methodology developed by this company was originally referred to as project planning and scheduling (PPS).

PPS required realistic estimates of cost and time, and is thus a more definitive approach than PERT. The PPS technique was later developed into the critical path method (CPM) that became very popular with the construction industry.

During the 1960s and 1970s, both PERT and CPM increased their popularity within the private and public sectors. Defensee Departments of various countries, NASA, and large engineering and construction companies world wide applied project management principles and tools to manage large budget, schedule-driven projects.

The popularity in the use of these project management tools during this period coincided with the development of computers and the associated packages that specialised in project management. However, initially these computer packages were very costly and were executed only on mainframe or mini computers.

The use of project management techniques in the 1980s was facilitated with the advent of the personal computer and associated low cost project management software. Hence, during this period, the manufacturing and software development sectors commenced to adopt and implement sophisticated project management practices as well.

By the 1990s, project management theories, tools, and techniques were widely received by different industries and organisations.

Why Project Management?

There is no doubt that organizations today face more aggressive competition than in the past and the business environment they operate in is a highly turbulent one. This scenario has increased the need for organizational accountability for the private and public sectors, leading to a greater focus and demand for operational effectiveness and efficiency.

Effectiveness and efficiency may be facilitated through the introduction of best practices that are able to optimize the management of organizational resources. It has been shown that operations and projects are dissimilar with each requiring different management techniques.

Hence, in a project environment, project management can: (a) support the achievement of project and organizational goals; and (b) provide a greater assurance to stakeholders that resources are being managed effectively.

Research by Roberts and Furlonger in a study of information systems projects show that using a reasonably detailed project management methodology, as compared to a loose methodology, improves productivity by 20 to 30 percent.

Furthermore, the use of a formalized project management structure to projects can facilitate: (a) the clarification of project scope; (b) agreement of objectives and goals; (c) identifying resources needed; (d) ensuring accountability for results and performance; (e) and encouraging the project team to focus on the final benefits to be achieved.

Moreover, the research indicates that 85-90% of projects fail to deliver on time, on budget and to the quality of performance expected. The major causes identified for this situation include:

(a) Lack of a valid business case justifying the project;

(b) Objectives not properly defined and agreed;

(c) Lack of communication and stakeholder management;

(d) Outcomes and/or benefits not properly defined in measurable terms;

(e) Lack of quality control;

(f) Poor estimation of duration and cost;

(g) Inadequate definition and acceptance of roles (governance);

(h) Insufficient planning and coordination of resources.

It should be emphasized that the causes for the failure to deliver on time, on budget and to the quality of performance expected could be addressed by the application of project management practices.

Furthermore, the failure to deliver on time, on budget and to the quality of performance expected does not necessarily mean that the project was itself a failure. At this stage what is being discussed is the effectiveness and efficiency of project execution and not whether a project is a success or failure.

Conclusion

Project management should be viewed as a tool that helps organizations to execute designated projects effectively and efficiently. The use of this tool does not automatically guarantee project success.

Sandro Azzopardi is a professional author who writes several articles on various subjects on his web site and local newspapers and magazines. You can visit information about this article and others on: http://www.theinfopit.com/technology/theevolutionofprojectmanagement-1.php

Article Source: http://EzineArticles.com/?expert=Sandro_Azzopardi

Addressing Small Problems Early and Often

If a single broken window is not repaired, it won’t be long before more windows are broken. Problems that are fixed when they are small will stop them from developing into more serious, costly problems.

When considering the level of team satisfaction, the same is true. Dissatisfaction can spread rapidly throughout a team, and also throughout an organization. Before you know it, you have morale problems that can be hard to resolve.

To ensure that your team members are satisfied, you need to appreciate any day to day problems that they may have and deal with them quickly. It is important to keep the initiative and a good tip is to give a little and often.

This turns out be just a vicious circle. Fixing the problem when it’s small is also when it’s easiest and when it’s cheapest. If the organization’s leadership waits to introduce change until they are prompted by employees, then they risk having to implement the change from a weak position. Staff like strong, confident leadership who are not afraid to make decisions. This approach generates respect – not least of which because someone has taken the time to understand some of the employees’ issues.

Compare that with those managers who are out of touch. If they are late in addressing problems they are always on the defensive, having to concede to demands they run the risk of losing credibility which in turn can lead to having to agree to less reasonable demands. It is neither big nor clever.

How then can an organization monitor the morale of the employees without a big budget and an abundance of spare time?

An online satisfaction survey would appear to offer a good method for getting employee or team member feedback. Online surveys are quick, easy to use and a low cost solution. Instead of weeks and months, surveys can now be designed and published in hours and minutes.

By harnessing the power of the Internet, invitations can be sent out instantly and free of charge using email, links on websites, and via postings on social networks. The results are collated in real-time and can be automatically displayed as charts.

With the ability of online surveys to produce real-time results, the mood of the workforce can instantly gauged and collective and individual concerns highlighted.

Organizations can use survey results to expose problem areas, and then use follow-up surveys to target exposed concerns. With good information, managers are able to identify specific problems and prepare a considered response.

By conducting regular surveys, an organization is able to address small problems before they grow into much bigger problems that are then more difficult to address.

When organizational leadership shows willingness to consult with the workforce, it is appreciated by most employees. Requesting feedback and input is not viewed as a sign of weakness, but an indicator of good decision making.

The Four Functions of Management

The 4 functions of management are so easy to remember they are a useful pointer for any new manager and adaptable for existing and more experienced managers to keep them focused and motivated.

So, what are the four functions of management?

Plan – what is to be done, by whom, how and by when? This brings considerations of organisation goals and objectives, planning training (what is to be done and by when), training and health and safety considerations (by who & how).

Because of this, new managers have a lot to think about…

Organise – Unfortunately, many people confuse organisation with delegation. All managers should be able to organise HOW things are done. Good ones can often leave most of this to staff. (A good manager won’t really care what time staff go to lunch as long as a ) they have one and b) continuous cover remains over the lunch period.

What the good manager needs to be able to do is work towards delegating some tasks. Where they actually get a junior member of staff to do part of the management job instead of the manager doing it themselves.

Monitor – OK yes, I know that in most other places, the third function is leading/ leadership but I am going to write about monitoring.

The planning might be making 3 items of 11 different sizes, in 14 different colours by the end of the shift.

Each widget is quite expensive to make so a good manager will not want to get to near the deadlin and have everything in the same size and colour and none in the other colours and sizes.

Therefore, they need some way of monitoring production, output, staff input etc. This could be as simple as instructing one member of staff to keep tabs on the colour, another on the sizes, another on the safety. (notice how, already, this has started on the delegate route…)

Control – Suppose that the early warning system outlined above worked like clockwork and the manager did receive “early warning” of possible defects. They must have sufficient power to over rule the production process to safely intervene. Without control over the production process, the manager will fail.

So, has the 4 functions of management struck a cord with you?

Maybe it has, but even if it hasn’t, believe me this was a lot less boring than the academic version…

The Art of Management

Most definition of management include the phrase ”getting things done through other people”
For example

Barack Obama talks about improving health care, but he probably won’t spend much time in a hospital in the next few months; he just makes sure that the work gets done.

Most managers often people confuse delegation with organisation so here is a simple guide:
Organisation:- means organising people and things to get the job in hand done. At the lowest level, it could be a frontline supervisor organising staff breaks so that the office is staffed.

Of course organising lunch breaks isn’t a good use of team leader/management time and so the key is to delegate some management functions. In this case, to spend time making sure that staff can arrange their own lunch covers AND make sure cover is constant.

Delegation: – means that a manager can ask a lower member staff member to do part of the managers’ job without pay or even wider recognition.
So in the Barack Obama example; he will remain responsible (to the American people) but he has delegated the task of improving health care to people lower down in his organisational team.

Delegating successfully is an essential skill for managers to master:

Firstly, you must trust the person you are delegating to do the task. This is not only for you to trust them not to foul up on the job but to keep you posted as to progress.If you ask them to look at some online training, you must be able to trust that they haven’t been messing around on facebook or twitter instead.

And they must trust you as well.

Secondly, there are likely to be issues of skill level and training. No one would expect an untrained person to carry out a skilled task (you need to take into account safety considerations etc.You must not to ask them to do a task you couldn’t or wouldn’t be able to do.

Thirdly, there is the art of selecting the right person.
Not everyone is able or willing to do more than what is on their job description. A ‘jobs worth’ mentality can prevent some people from even entertaining the idea!

The good news is that if you learn how to to delegate successfully and find staff members to trust, it will feel like you have grown a spare pair of hands. Things get done without you necessarily asking.
From the individuals point of view, learning new skills and improving is a good way to prepare for a promotion or career move.

So either way learning to delegate (or at least knowing the difference between delegation and organisation) is an essential management skill to learn.