2. <Insert Picture Here>
Campus to Corporate
Presented by TCG: the Training and Consulting Group
Trainer: Neeru Kumari

4. Goal Setting & Goal Achieving
Goal setting – short term and long term
• Set priorities and manage your time
• Resource Utilization
• Creating deadlines and make them work
• Putting your goals and plans in action
• Avoiding distracters
• Managing priorities, effectively balancing urgent
versus important issues

5. SMARTER GOALS
• Specific
• Measurable
• Achievable
• Relevant
• Timely
• Effective
• Reinforcing

6. Goal Setting - Objectives
• Describe the benefits of goal-setting
• Explain the difference between goals and objectives
• List the criteria for good goals
• Explain the 4 steps of the goal setting process
• Detail the relationship between goals and performance
• Explain the benefits of mutually-set goals

7. Set Of Guidelines For Achieving Results
• People can make a difference
• Guarantees for achieving results
• Confronting and overcoming obstacles
• Skill sets and desired outcome
• Intelligence and favorable outcomes
• Importance of experience
• Resources to achieving the outcome
• Defined the desired result and outcome
• Time and outcomes
• Achieve multiple, synergistic results
• Factors influencing results

8. How Aspirations Become Translated into Performance
Overarching
Goals
(Aspirations)
Superordinate
Goals
(Motives)
Personal
Practices
Performance
Effort
Response to Supervision
Scripts
•Follower Behavior
•Self-Messages
•Corporate Lore
Personal Practices

9. Mission
Vision
Values
Departmental Goals
Work-Group Goals
Individual Goals
Feedback
Reward
Set

10. Employee and Managerial Input in Goal Setting
Employee Input?
No Yes
No No goals
Self-set
goalsManager
Input?
Yes
Assigned
goals
Interactive
goals

11. Common deficiencies in Statements of Goals
1. Goals are set too low to truly challenge capabilities.
2. Individuals or groups overestimate their capabilities with
inappropriate or impossible goals.
3. Goals do not reflect the responsibilities of the individuals
who make them.
4. The goals are concerned with how to do something rather
than with what is to be done.
5. No one is assigned responsibility for achieving the goals.
6. Goals reflect an individual’s perception of what the boss
wants, not what can actually be achieved.
7. Goals that are subsequently proven unfeasible, irrelevant
or impossible are not revised or deleted.
8. Goals completion dates are too optimistic.
9. The justification for goals is not clearly stated.
10.The approach designed to achieve the goals are
inadequate.

12. Result Orientation
• Define essential tasks,
responsibilities, timing and Identify
potential problems and develop
actions for timely response to the
problems and opportunities
• Select and implement the best
solution

13. Result Orientation and Process
• Process of Result Orientation
• Set The Target Goals
• Translating the Corporate goals towards SBU
• Result Oriented Agreements
• Implementation and Self Steering

14. Four Elements of Achieving Desired Results
• Proactiveness
• Understanding First before being Understood
• Create Blue Print
• Think Win-Win

15. Primary Objectives:
Understanding way and means to maximize on ones
output in order to achieve maximum results
• Setting the parameters and process that is
required to optimize the efficiency with which a task
in execute
Secondary objectives:
• Application of a quality cycle in achieving result
• Balancing the environment in order to optimize
results
• Profiling one self in order to utilize one strengths
and develop ones weakness
Objectives of Result Orientation

16. Factors with in your control Factors out of your control
Attitude Trends
Behavior Unforeseen crisis
Participation Weather
Thinking Natural Disasters
Planning Market Volatility
Strategy Heredity

17. QUESTIONS ??

18. Feedback??!!

19. ALL THE BEST! PUT YOUR BEST FOOT
FORWARD

20. Hope you enjoyed the program !
THANK YOU