Shared Practice: Clarifying Your Goals With a Plan of Action Part II - Assignment Example

School: Topic: CLARIFYING YOUR GOALS WITH A PLAN OF ACTION PART II Lecturer: SHARED PRACTICE: CLARIFYING YOURGOALS WITH A PLAN OF ACTION PART IIResponse to Dale OwensHi Owen, I like the enthusiasm with which you describe the goal you want to achieve by creating an environment around you that breeds success. In this regard however, I suggest to you that if you had a clearly defined timeline that focuses on the periods of time you want to achieve this it would be much easier for you to achieve this.

You can for example use a milestone of three years, within which all newly employed must upgrade themselves for promotion. As it is now, you did not clearly identify any timelines within which your goal will be achieved and this could be a major setback for you as identified by Dalton & Spiller (2012) when it comes to the creation of action plans. As a suggestion, I recommend to you that you make your goals more SMART. By this, I mean let your goals be specific, measurable, achievable, relevant, and time-bound.

You can create your own SMART matrix to guide you in your goal. ReferenceDalton, A., & Spiller, S. (2012). Too much of a good thing: The benefits of implementation intentions depend on the number of goals. JOURNAL OF CONSUMER RESEARCH, Inc., 39,Response to DenoHello Deno, reading through your action makes me elated because it is very similar to my own action plan. It is commendable that you want to develop the human capital of the people around you so that leadership can be a shared responsibility between you and the people under you.

One area of milestone that will really help you in doing this is by having a means to measure the talent levels that you seek to develop in your staff. This will help you in measuring the overall achievement of your goal (Bennis and Thomas, 2002). Your timeline is also specific and I believe this is a step in the right direction. Clearly, one year is a period that any employee who takes up a new position must be ready to grow. My final suggestion to you will however be for you to clarify the exact competences you would want to see in each individual who works with you in your organization.

ReferenceBennis, W. G., & Thomas, R. J. (2002). Crucibles of leadership. Harvard Business Review, 80(9), 39–45.