Podcast appearances and mentions of Edwin Locke

SMART goal setting is the gold standard for achievement and success. Michel & Daniels (2002) said that goal-setting is “quite easily the single most dominant theory in the field, with over a thousand articles and reviews published on the topic in a little over 30 years.” In 1990, two researchers published a book that caught the attention of many people in business and management circles. Edwin Locke and Gary Latham developed a theory of goal setting, providing a framework for achieving success. They said that whether we are consciously or unconsciously pursuing our goals, we do so nonetheless, and this goal-directed action shares three common features;* Self-Generation The actions of living organisms are fuelled by a source integral to the organism.* Value Significance All goal-directed behaviour has value significance for the organism in terms of its survival.* Goal Causation Goal attainment is caused by consciousness, the person's vision, expectation, and imagination for a future state.Locke and Latham were highly critical of the behaviourist view. Behaviourism stated that your actions are a consequence of environmental contingencies. In other words, your behaviour is a consequence of the promise of reward or the threat of punishment. Instead, Locke and Latham stated that there is causal efficacy of consciousness in goal pursuits. In other words, goal pursuit is caused by consciousness. Goal Setting Theory assumes that human actions are directed by conscious goals and intentions.The SMART Goal Setting FrameworkThe SMART framework is derived from Locke & Latham's work on Goal Setting Theory. Cognitive behavioural therapies, such as Acceptance and Commitment Therapy (ACT) (Hayes et al., 2006), take it a step further, suggesting that setting goals guided by our values is of critical importance. Therefore, before setting any goals, it is essential to clarify the underlying value(s) that drive these objectives. There are different versions of this acronym. In Harris' version, taken from the book The Happiness Trap, SMART stands for:S - Specific: specify the actions you will take, when and where you will do so, and who or what is involved. Example of a vague or non-specific goal: “I will spend more time with my kids.” A specific goal: “I will take the kids to the climbing wall on Saturday.”M - Meaningful: The goal should be personally meaningful to you if it is genuinely guided by your values, rather than trying to please others or avoid pain. If it lacks a sense of meaning or purpose, check in and see if it is really guided by your values.A - Adaptive: Does the goal help you to take your life forward in a direction that, as far as you can predict, is likely to improve the quality of your life and that of others? Is it adaptive?R - Realistic: The goal should be realistically achievable. Take into account your health, competing demands on your time, financial status, and whether you need to develop new skills to achieve it.T - Time-bound: To increase the specificity of your goal, set a day, date and time for it. If this is not possible, set as accurate a time limit as you can.Download the worksheets* Personal Values Worksheet* SMART(er) Goal SettingWhat are the benefits of achieving this goal?What are the potential pitfalls and what will you do if they arise?Write a commitment statement.Follow the Russ Harris worksheets hereEssential Mental Skills Is Launching SoonThe Essential Mental Skills Course is launching soon. It is a structured introduction to mental skill development and contains lecture videos, slides, resources, a workbook, and kicks off with a live group Zoom orientation call. This course brings together what I've learned from my 30 years in business, 10 years in psychology, lecturing and private practice experience in a single system to help you achieve better mental health and optimise your performance in work, sport or business. Find out more and join the waiting list here. Get full access to Peak Performer at peak.humanperformance.ie/subscribe

Stress, Coping With ~ Two ways to cope with stress - a short interview with Dr. Edwin Locke. Listen to caller's personal dramas four times each week as Dr. Kenner takes your calls and questions on parenting, romance, love, family, marriage, divorce, hobbies, career, mental health - any personal issue! Call anytime, toll free 877-Dr-Kenner. Visit www.drkenner.com for more information about the show.

Stress Reduction ~ Reducing stress by being assertive - a short interview with Dr Edwin Locke. Listen to caller's personal dramas four times each week as Dr. Kenner takes your calls and questions on parenting, romance, love, family, marriage, divorce, hobbies, career, mental health - any personal issue! Call anytime, toll free 877-Dr-Kenner. Visit www.drkenner.com for more information about the show.

Stress ~ Reducing stress via assertiveness - a short interview with Dr. Edwin Locke. Listen to caller's personal dramas four times each week as Dr. Kenner takes your calls and questions on parenting, romance, love, family, marriage, divorce, hobbies, career, mental health - any personal issue! Call anytime, toll free 877-Dr-Kenner. Visit www.drkenner.com for more information about the show.

Marie-Hélène Pelletier argues that resilience isn't a trait and provides a customizable path to develop yours. — YOU'LL LEARN — 1) Why no one should assume they're resilient 2) How to design your Resilience Plan 3) The tiny actions that build big resilience Subscribe or visit AwesomeAtYourJob.com/ep978 for clickable versions of the links below. — ABOUT MARIE-HÉLÈNE — Throughout her career in business management and psychology, Dr. Pelletier has spearheaded the dialogue on the crucial issues of leadership resilience and work performance. Drawing on her extensive background in corporate, insurance, governance and public sectors, she brings an international perspective and unique expertise on leadership. She is a practicing leadership psychologist and executive coach with over 20 years of experience and holds a Ph.D. and an MBA from the University of British Columbia. Marie-Hélène is a Member of the Global Clinical Practice Network of the World Health Organization, and past Director on the boards of the Canadian Psychological Association and the International Association of Applied Psychology. She has presented and authored and co-authored a number of industry and academic publications and has won numerous academic and industry awards. In 2024, Dr. Pelletier published her award-winning book, The Resilience Plan: A Strategic Approach to Optimizing Your Work Performance and Mental Health.• Book: The Resilience Plan: A Strategic Approach to Optimizing Your Work Performance and Mental Health• LinkedIn: Marie-Hélène Pelletier • Website: TheResiliencePlan.com • Worksheets: The Resilience Plan Worksheets — RESOURCES MENTIONED IN THE SHOW — • Book: Mind Over Mood: Change How You Feel by Changing the Way You Think by Dennis Greenberger and Christine A. Padesky• Past episode: 317: How to Form Habits the Smart Way with BJ Fogg, PhD • Research: "Building a Practically Useful Theory of Goal Setting and Task Motivation" by Edwin Locke and Gary LathamSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Partners in Romance ~ How to create a genuine romantic partnership - a short interview with Dr.Edwin Locke. Listen to caller's personal dramas four times each week as Dr. Kenner takes your calls and questions on parenting, romance, love, family, marriage, divorce, hobbies, career, mental health - any personal issue! Call anytime, toll free 877-Dr-Kenner. Visit www.drkenner.com for more information about the show.

Communicating Preferences ~ How to Understand Your Romantic Partner - a short interview with Dr Edwin Locke. Listen to caller's personal dramas four times each week as Dr. Kenner takes your calls and questions on parenting, romance, love, family, marriage, divorce, hobbies, career, mental health - any personal issue! Call anytime, toll free 877-Dr-Kenner. Visit www.drkenner.com for more information about the show.

Stressful Career ~ Key factors causing stress and anxiety - a short interview with Dr. Edwin Locke. Listen to caller's personal dramas four times each week as Dr. Kenner takes your calls and questions on parenting, romance, love, family, marriage, divorce, hobbies, career, mental health - any personal issue! Call anytime, toll free 877-Dr-Kenner. Visit www.drkenner.com for more information about the show.

Romance Styles ~ Healthy Romance vs. Traditional Romance - A short interview with Dr. Edwin Locke. Listen to caller's personal dramas four times each week as Dr. Kenner takes your calls and questions on parenting, romance, love, family, marriage, divorce, hobbies, career, mental health - any personal issue! Call anytime, toll free 877-Dr-Kenner. Visit www.drkenner.com for more information about the show.

How can one effectively achieve their goals? What insights does scientific research offer, and how can we leverage the latest findings to enhance our goal-attainment strategies?Discover the common pitfalls that hinder goal achievement and learn about the key focus areas identified by science, distinguishing successful individuals from those who fall short. Gain valuable insights into the essential steps for setting goals and explore methods to establish regular checkpoints for consistent progress.Embark on an engaging exploration of the world of goal setting in our latest episode, where we uncover the science and tactics behind successful goal attainment.

Welcome to another empowering episode of Define Success with your host, Matt Lupi. In today's episode, titled "The Goal Setting Toolkit," Matt delves into the profound world of goal setting, breaking down the science and strategies behind achieving success in any aspect of life. In this enlightening discussion, Matt explores the fundamental question: What is a goal? A goal is not just a distant aspiration; it's a conscious effort aligned with your values, the driving force behind your actions. Matt draws from the extensive research of Edwin Locke and Gary Latham, who conducted over 400 studies on goals, to unveil the science of effective goal setting. Locke and Latham's findings underscore the importance of specificity, difficulty, acceptance, feedback, and deadlines in setting and achieving goals. Specific goals propel you to higher performance levels, while challenging yet attainable objectives push you to grow. Acceptance of your goals is crucial, requiring a personal commitment akin to a private meeting with yourself. Feedback is the compass guiding your progress, and deadlines infuse urgency and effectiveness into your pursuit. However, Matt doesn't stop there. He explores the common pitfalls of goal setting and shares insights from the book "Self" by Kathleen Vohs and Brandon Schmeichel. With a touch of humor, he discusses the importance of self-regulation, urging listeners to recognize that change begins within, much like the lightbulb that has to want to change itself. Dr. Andrew Huberman's perspective adds a new layer to the conversation, emphasizing that dopamine, the neurotransmitter associated with pleasure, peaks not when a goal is achieved, but during its pursuit. Matt encourages listeners to find joy in the daily grind, understanding that progress and consistency yield greater rewards than the ultimate achievement. To help you dial in your goals, Matt offers practical tactics. Ask yourself if a goal is truly worth pursuing, write it down consistently, track your progress, and find an accountability partner. However, he cautions against falling into the dopamine trap and reminds us that the journey is never truly done. Always see the bigger picture and consider what comes next after achieving a goal. Tune in to Define Success to equip yourself with the Goal Setting Toolkit, unlocking the secrets to turning your aspirations into tangible achievements. Get ready to embrace the pursuit, find joy in progress, and redefine your path to success!

Description: Join us as we dive into the excitement of the new year, exploring the power of setting fresh goals. Explore practical tips and proven techniques to align individual, team, and organizational goals, setting the stage for a year of unprecedented success and growth. Resources: Quarterly Goal Tracking Chart  SMART Goals Tracking Form  MRA Membership  About MRA  Let's Connect: Guest Bio - Amanda Mosteller  Guest LinkedIn Profile - Amanda Mosteller  Guest Bio - Brittany Czirr  Guest LinkedIn Profile - Brittany Czirr  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler  Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:00 - 00:00:21:04 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler and we are so glad you're here. 00:00:21:05 - 00:00:42:16 Unknown Now it's time to thrive. Well, we can get started right away, but we're excited that you're all here with us for our first ever live podcast. But really, we're here to make your 2024 your best year yet. And it's all about goal setting. So today, find out the impact of intentional goal setting and the value that modern day goal setting brings. 00:00:42:18 - 00:01:05:12 Unknown It's a new year. It's time for new goals, and MRA, as always, is here to help you get set. So like I said, we're here on LinkedIn live today, super excited. And for our listeners out there who have questions about goal setting specifically, ask away, definitely encourage you to put your questions in the chat. And Amanda and Brittany will answer them here and now. 00:01:05:14 - 00:01:29:05 Unknown Plus, we can save some time at the end of the episode to really answer any additional questions that might come up. But for now, I'm curious to know where you all joining us from. Like we said, we're from Waukesha, Ohio, Kentucky. We're all over the place right now. So curious who's joining us today. Kind of as we get set here, I'll introduce our guests. 00:01:29:07 - 00:01:59:02 Unknown My name is Sophia Boler and the host of MRA's 30 Minute THRIVE podcast. And joining me are Amanda Mosteller, MRA's director of talent development. And Brittany Czirr learning and development facilitator also with MRA. So kind of as we get started and warming up here and as chats are going to be coming in. Let's talk about goals. And these are really not just your typical New Year's resolutions, which may be not about just a few weeks. 00:01:59:04 - 00:02:24:02 Unknown These are really long term as well as short term goals intended to really help you realize your greatest personal development and productivity for about 2024 year ahead. So today we're really going to be talking about the evolving standards that are reshaping the way we pursue success in every aspect of our lives and the goals we actually achieve to to get that success. 00:02:24:04 - 00:02:49:17 Unknown So let's first kind of talk about the importance of goal setting. Why don't we? So, Amanda, you want to start us off and kind of tell us what the value of setting goals is? Thank you. Yes, I do. And I love your highlight, which really ushers us into modern day goal setting of this is different than end of year New Year's resolution goals that you set three weeks later. 00:02:49:17 - 00:03:12:16 Unknown Hey, look, I'm not at the gym anymore. I hit it strong for about 25 days and then petered off. And and I would challenge that traditional goal setting strategies kind of resulted. Similarly, I would set my goal at the beginning of the year, and then at the end of the year I go, yeah, I was going to do that professionally for the team this year. 00:03:12:17 - 00:03:37:01 Unknown Didn't get to it. And so when we really talk about the change and how it's been modernized, that that was such a great highlight. So because it comes into play is why it has evolved as well. But in terms of the value and the importance goal setting theory, I can talk about theory for a moment and I promise everyone just a moment. 00:03:37:03 - 00:04:06:15 Unknown Dr. Edwin Locke and Dr. Gary Lape actually started the conversation around setting actionable task performance related goals in the sixties. Now, I know you're saying modern day goal setting in the 1960s do not connect. And that is accurate. That's why we talk about modernizing a lot of their approach. But theory tends to be pretty universal in terms of how we implement it over time. 00:04:06:15 - 00:04:45:20 Unknown That modernizes and changes. But one stat that will not change and they actually updated their stats. They started doing research again in the nineties and updated it in the early 2000 in the Psychology Today Journal. But they really highlighted how 90% of individuals with performance s team personal organizational goals that they want to accomplish if they create is actionable goal, they write it down big key there and then they refer back to it. 00:04:45:22 - 00:05:15:11 Unknown They are 90% more likely to achieve success. So when I think about the value of goal setting, I think about the value of actually having an accountability partner of writing it down because we're 90% more likely to achieve success if we do some simple steps that we're going to talk about today. Brittney, what other thoughts do you have on the value of goal setting? 00:05:15:13 - 00:05:36:10 Unknown my gosh, it's so crucial, right? Because it really does allow you and to the point of writing it down, you know, putting stuff out there, speaking it into fruition, that is there's a lot to be said for that. If you just kind of keep it in and you internalize it. What are your checks and balances there? How are you tracking what you're doing to your point of accountability partners? 00:05:36:10 - 00:06:00:24 Unknown You know, how do you measure success? Because it's not going to be this like linear or not even linear, but open to the right. Like it's not going to look like that at all. It is peaks and valleys step forward and backwards. So how do you how do you navigate that and making sure that you have it somewhere that you can refer back to really helps navigate that aspect of it? 00:06:01:01 - 00:06:25:09 Unknown Absolutely. Those are all great points. And again, I would encourage our listeners, if you have any comments you want to share, how goal setting has really helped you and your organization achieve better success, We're all ears. We want to know what you're doing and what how you're finding success. But kind of moving on now that we know why we need to set goals, let's kind of talk about the what and how of goal setting. 00:06:25:09 - 00:06:55:21 Unknown So I heard you mentioned modern day goal setting five times. So what really is modern day goal setting and how does it differ from what most people think about when setting their goals? And so in the sixties, when goal setting theory and task performance coach, that element of their initial theory published in the sixties really was related around performance for the team or the organization, right? 00:06:55:21 - 00:07:21:04 Unknown So as an individual, how do I fit into the team performance, which fits into the organization performance? And we set it in January and then we come back and talk about it in December and we set my new wins in January. Modern day goal setting is much more fluid, so I establish goals that might evolve and change in 90 days. 00:07:21:06 - 00:07:50:19 Unknown I establish goals that might take me three years to get to. All of them are welcome. All of them are important into that accountability partner piece, whether that's your manager or a mentor or a peer or they're checking in. So that set it and forget it truly is the older way of thinking, whether they're associated with. And we can get to talking about, you know, associations with financial gain. 00:07:50:19 - 00:08:17:04 Unknown So whether I have it's allocated with my merit increase, that's going to doesn't change the amount of check ins and this cadence of fluidity that our goals are. Additionally, people are looking to their organizations to help develop their career, which is different than being a piece of the team or the department of the or great. It's a two way relationship. 00:08:17:04 - 00:08:48:01 Unknown So the organization I'm also looking at the organization to develop me in my career so that I can continue to better the organization. It's a cyclical relationship, so goals aren't just team and department related. They're my personal career growth goals as well. And how can the organization help me set those goals and THRIVE me towards success in those goals, even if it doesn't have to do with the job I'm doing with you today? 00:08:48:03 - 00:09:06:09 Unknown The job I have today is this. But maybe I have a career aspiration of this and I could do that here. That's organization and probably will be more likely to if the organization is helping me develop my skill sets in that kind of a goal as well. That's a very modern view. Brittany, anything to add on to that? 00:09:06:11 - 00:09:35:04 Unknown I do. So a couple of things. The the piece where it is a relationship that Amanda had mentioned. So it's having, you know, an investment into the person so the person can reinvest into the company. I think that that is so critical for companies to realize that because what is the saying where you provide someone with enough resources and get them where they want to be and feed into them so that they want to stay right, Like train them and get them to the point where they can leave but they choose to stay. 00:09:35:10 - 00:10:04:06 Unknown It's so much more rewarding and from a financial gain standpoint, from a satisfaction and morale and engagement standpoint, to have a culture of folks that want to be there, they have made the proactive choice to be, you know, as a company because you as a organization have fed into them. So I think that is so critical. And I also love the art and concept of the modern way of, you know, because in the past it very much was create the plan. 00:10:04:11 - 00:10:24:16 Unknown January 1st, it goes into effect. We revisit it in December and then see where we are right from a more modern approach. It's very much of what are your short term goals and then your stretch goals and your long term goals and how does that all feed into one another? Because again, it's not going to be a series of steps that, you know, everything aligns perfectly. 00:10:24:21 - 00:10:53:19 Unknown Sometimes it's this little, you know, nice shuffle along that works well and it's smooth. And then sometimes to get to that goal, if you've ever done a lunge, it's a deep lunge. You feel the burn and you're like, This is even painful at the moment, but you have to navigate through that to get to that next step. So being able to really understand like, you know, what can I do to make the lunge a little, you know, a little less of a knee is the way to go. 00:10:53:21 - 00:11:15:19 Unknown Yeah, well, Brittany, you hit on something that I think really highlights the connection also to another modern day thing, which is career pathing, as you mentioned, that growth and engagement. And as I was saying to I can do it, I'm going to do it somewhere. And I think as organizations we need to own that individuals are going to do it somewhere. 00:11:15:21 - 00:11:45:07 Unknown They can do it here or I can move on. If I didn't feel supported in that initiative and this is directly connected to modern day career path thing is no longer this concept of I grow the ladder, right? I come in as a individual contributor on this team. My goal is to become a supervisor of one of my teams in the department that does the work and then the department head and the vice president and I move up the ladder. 00:11:45:09 - 00:12:11:05 Unknown Now, career path thing is, I have knowledge and skills I want to learn, and sometimes that's in the space I'm in. Sometimes it's cross training over into marketing and I do some things for marketing and maybe I even foyer into a marketing role for a while because there are certain business skills that I want to grow in my own repertoire that the marketing type job role will give me, that my current role will not. 00:12:11:07 - 00:12:34:18 Unknown And that's another way, if I know to the modern goal setting, if I'm telling my leadership or my my supervisor, I want to learn how to be a great, a great strategist. And I'm trying to think of my own in filling seats for our public programs. And that's that's a big push. I want to learn how to help do that. 00:12:34:20 - 00:12:58:15 Unknown Well, I could either start shadowing and learning how to do sales things, or I could start shadowing and learning how to do marketing things. But it's a goal that isn't necessarily within my job role, that traditional you know, I've had coaching conversations with leaders in the past and organizations where it's hard for them to wrap their head around, but that's not what your job role is. 00:12:58:15 - 00:13:25:20 Unknown And so why would we throw energy into developing that if that's not what you do today? And I need you doing these things for the job and and the goal being instead reframe our thinking, amend. That's going to be a great benefit all around. And you as an individual are looking for that and and we can absolutely help you with that as it also reciprocally helps the organization have so much less siloed approach. 00:13:25:20 - 00:13:51:21 Unknown Right. Like it's not so much of like you're restricted to this, you're understanding the whole organization and seeing how all the pieces in the COG work. And in Brittany, you kind of mentioned support from the organization too with goal setting and that makes a lot of sense. It's much easier to work and achieve your goals when you both have and you have both your leader and your organization supporting you in those efforts. 00:13:51:23 - 00:14:25:24 Unknown And it looks like we do have one question in the chat kind of on this, and that is how is goal setting really help everyone in your organization that directed at us? We take that yeah yeah. From that approach Yeah you know it's interesting MRA has really done a wonderful job of creating these actionable goals that team leaders, of course will have like a waterfall goal, right, that we're doing for the department, which is also important even. 00:14:25:24 - 00:14:51:11 Unknown And we would not say in modern day goal setting, throw out the goals. That's where you lead, that we are here to continue to grow as a team as well as individually. But you also put in your own goals and then have these fluid conversations. One of the things I love organizationally is there is an encouragement of like we encourage you to touch base quarterly. 00:14:51:14 - 00:15:17:11 Unknown I will always say you should set some sort of cadence because if left to our own devices, some of us naturally are better at touching in than others. But it does not mean you can't go in and have goal conversations through this system. So we're leveraging technology to grow individually as a team or individually and as a team, rather, as well as just any time it comes up. 00:15:17:13 - 00:15:46:12 Unknown But the system we do leverage our systems for this does allow for individual growth conversations unrelated to your first biannual touch base and your annual performance review rate. And what I've seen and how it has helped. And I can only speak for our department. I haven't had cross conversations with other departments on how has this year goal setting gone for you and Sophie? 00:15:46:12 - 00:16:07:12 Unknown You can tag into on how it's gone for for your team. But what I have seen is this real feel that each of us are working individually on the things we need to work on individually. And there is some that account, some of that accountability piece, but we can see the progression. And then imagine looking back at the performance here and saying, You accomplish these things. 00:16:07:17 - 00:16:26:09 Unknown And so then we added another one and you accomplish that one too, because you wanted to, and then we added another one you cared about and been like, Now instead of the ones goal you accomplished personally in the set it and forget it. Strategy accomplished for personal goals plus our two team goals. That's a lot. That's a lot to celebrate. 00:16:26:13 - 00:16:48:15 Unknown And that's what I've seen is it's much more fluid. And so things drop off because they've been accomplished and then we add new ones because it's this fluid approach. Brittany You're also on the learning and development team here at MRA. Are you kind of the same thing that Amanda is saying or any other new thoughts and I am. 00:16:48:15 - 00:17:11:00 Unknown But I also want to add from my perspective, one of the things that I thought was the coolest from the MRA and goal setting standpoint was that there was actual conversation, right? Because how often have goals been assigned to folks or, you know, again, like it's kind of the less modern approach of like, how does this feed into what we need from an organizational standpoint? 00:17:11:00 - 00:17:33:03 Unknown And the conversations are have always been, you know, where do you feel like your strengths lie? What are some things you want? You know, your opportunity areas, What are your interests? Where would you like to grow to? And then how can we mesh all of that together to get you where you want to go? And the focus on the person was really, really impactful to me. 00:17:33:03 - 00:17:55:08 Unknown And it was one of the things that I thought, this is it makes an enormous difference. Yeah, absolutely. I totally agree with that. I actually coincidentally, I just had a conversation with my manager this morning on goals, had to align to look at that perfect timing, Brittany and me. And I can definitely attest to everything you're saying on that. 00:17:55:11 - 00:18:19:09 Unknown The accountability part is huge, and I would say that you have to hold yourself accountable, too, because some goals that you make and even organization wide goals, it is up to you as the individual to make sure you're staying on task with the goal and kind of keeping up with the progress. I mean, personally, for my goals, I, I have kind of a progress tracker that really helps. 00:18:19:11 - 00:18:37:02 Unknown Kind of like Amanda. You say writing down the goals really helps. Also keeping track of the progress really helps because maybe you set a goal early in the year and you're 55% of the way done. You don't want to wait to do that other 55% at the end of the year. You want to kind of keep that pace going. 00:18:37:02 - 00:19:09:16 Unknown So that was a good reminder this morning, kind of when I was talking to my manager on that. Well, and another thing I think about to that question of how we've seen it impact MRI as a whole, as I'm continuing to process and think through that too, where we were talking about personal professional goals being supported internally in an organization, we have a lot of folks that step into other projects or things that MRA as a whole wants to focus on and needs to focus on. 00:19:09:21 - 00:19:31:14 Unknown And we have someone that's raising their hand saying, I would love to do that. We have a team member that started helping doing stream maps for processes and things like that, kind of in a newer way that that's not typically the types of things they do internally in their own department, but they wanted to and they did it for every department within the organization. 00:19:31:14 - 00:20:08:03 Unknown And what a benefit that is, and it's an internal support. It was masterfully done and a huge outcome benefit plus a team member who is developed in a skill set. They want to do that. They wouldn't have had an opportunity otherwise. But because of our philosophy for how we goal set here, supporting your own personal professional goals and not having that, you're only allowed one, you know, not any of the restrictive mindsets because I've experienced that to where organizations say, Yeah, you have three department goals and one personal goal. 00:20:08:05 - 00:20:30:18 Unknown And then I'm like, Well, I'm really limited. And then they did the annual review and then you set your new goal. And I'm like, So I got one thing done this year, darn it. So this kind of blew it approach allows for a lot of growth. Absolutely. Those are all great examples and glad we covered that. Kind of moving on. 00:20:30:18 - 00:20:55:05 Unknown We've touched on this a little bit, but why is modernizing an organization's goal setting approach important? And do either of you have any talking points that our listeners can kind of take back to their leadership to bring this concept home? I mean, I think it's it's the it's the term that is used a lot and very applicable in this stage. 00:20:55:11 - 00:21:29:11 Unknown Engagement, engagement, engagement, retention, retention, retention. I think part of the beauty of a modernized approach to is it is inclusive of those that like the annual and I said a big goal that I think will take me 12 months to get to anyway is works for that because I'm still checking in on how you're doing. And for those of us that like more Sure shorter, shorter term you can tell I've been speaking for 20 minutes is shorter term achievable goals that build it works for that too. 00:21:29:11 - 00:21:56:18 Unknown So in terms of a strategy that engages all preference types, the answer is yes. And here's how we do that. So it can become very personal ties to the individual based on how they like their performance goals. Goals to work. I wouldn't tell someone. No, you have to. I've worked at an organization like that, too. You have to have a personal goal and it has to be unrelated to work in your. 00:21:56:20 - 00:22:25:22 Unknown It felt very forced and random because I didn't want it. It wasn't internally motivating to me. But when organizations do need to do regardless strategically is determine are our goals associated with any merit increases at the end of the year? If they are, how what is the meet needs it improvement meets and exceeds structure looked like so that this aligns with that. 00:22:26:01 - 00:23:01:14 Unknown Not that it's one or the other. You can do both. You just strategically have to make that decision so that we can align everything. And then you do have to because if left to our own devices, like I said before, some of us are better than others in touching base and having these conversations, even if it's fluid, because I might get really bogged down in the day to day and I forget to touch base and say, Hey, I know you wanted to work on flexing skills, needs, analysis, conversations and have we provided enough opportunities for you to do that? 00:23:01:14 - 00:23:30:15 Unknown How are you doing? How are you feeling? If I'm still in the day to day, which many of us get into naturally, because that's how work works, I won't set those conversations, so I will do a minimum expected cadence of touch basis. Often our accountability partners are managers minimum expectation with allowance that it can be much more fluid than that bringing in the other. 00:23:30:17 - 00:23:53:05 Unknown Yeah well and I agree. I agree with everything that Amanda said and then emphasis placed on the conversation. Right. So this is a partnership. It's not the managers dictate it. It's it's very much THRIVEn by the individual. But in a collaborative effort of like where can we make sure that everything does align? And then again, to continue to have those conversations? 00:23:53:07 - 00:24:11:16 Unknown Absolutely. Absolutely. And we do have one more question to cover here. Yeah. What is the best way to make sure team members that come in mid project are on the same page with the team's goals? You I love everything about that question. 00:24:11:18 - 00:24:34:15 Unknown I get really excited when they're like really great thought provoking questions. Burning. Do you mind if I dive in first at all? Get at it. I think first is catching them up to speed with I'm always going to go vision and every project has a vision. There is an end goal that this project is trying to create. And so what are we trying to create? 00:24:34:17 - 00:24:55:17 Unknown Where are we at? Where have we been? And then I think to your point, Brittany, what strengths do you bring to the table here and how do you think we can leverage them the best? And where do you want to grow? Because I happen to project sometimes where I know why I'm there. I'm aware of what I'm bringing to the table. 00:24:55:21 - 00:25:21:07 Unknown There are pieces that I know I'm not strong in. I'm hoping somebody else on the project team is strong in that. And then it being asked, What do I want to grow in? I would say for me it's analytics. So if I'm in a project and we're getting to the measurements of success piece and we're reviewing the data for measurements of success, that's not my strength, wink, because it's not my where I like to spend my energy and my time. 00:25:21:07 - 00:25:41:17 Unknown I love the visioning, I love the frontend, I love all of that stuff. Doesn't mean I can't do it because in my career I have to, but it's not my favorite space to be. So I don't know that I know the best ways to do it. So if I'm asking for a goal, it would be put me on that sub team within the project. 00:25:41:19 - 00:26:09:17 Unknown Who's running that piece? Can I partner with them and can they give me some tests to help? Because I want to get better at that for my own career growth. I think you bring up a good point with that too, Amanda, like making sure that the vision is there, but also again, having the conversation about what you know are your strengths and what are some areas that you want to grow because like the growth is on the other side of stretching yourself a little bit, right? 00:26:09:19 - 00:26:24:23 Unknown So as a manager and as a leader, how do you nudge your folks along to make sure that the vision is aligned and that they're bought in, but so that they're not just phoning it in because they can do it every day, day in and day out with their eyes closed. So how do you keep them engaged? Right. 00:26:24:23 - 00:26:45:12 Unknown So have that conversation to make sure that the vision is there were aligned on the vision. How can I get the most out of what you can do in your sleep, you know? And then how do we also kind of test you a little how do we nudge you along so that you're engaged, so that you want to do it right, so that you feel the build and even getting someone outside their comfort zone? 00:26:45:12 - 00:27:05:23 Unknown Because sometimes as a leader, you're going to have to kind of pull them along a little because they are maybe you're going to have some resistance there. But and it goes a long way with engagement and driving that vision forward. Yeah. Brittany, that's great advice. We have another chat question and listeners to keep on coming. How many goals is enough? 00:27:06:00 - 00:27:37:12 Unknown My advice on that down right? How many goals is enough? I would say a minimum of three. Like if, if I'm creating a structure, right, I would have, you know, a department goal at least that I've assigned someone. And then do they have a current job role goal? If I'm setting a cadence of expectation because even then left to our own devices, if you're going to ask me to if you ask me to set goals, I'll give you 50. 00:27:37:12 - 00:27:59:14 Unknown If you're going to ask my husband to set goals, he'll give you zero. They'll say, Just keep doing what I'm doing. So if you want to set up some sort of minimum expectation of three goals now, they don't have to. To my point earlier about someone, I worked in organization where I had to have a personal goal and had to be unrelated to my job and it had to how you had to. 00:27:59:16 - 00:28:18:01 Unknown And I wasn't motivated by it because I was checking a box. I would just say we have three goals. We're going to have a departmental goal that your team leader is going to assign to the department where each team has to do it, and then, you know, you and your accountability partner, your supervisor, can talk through what the other two are going to look like. 00:28:18:03 - 00:28:48:21 Unknown No more than. And this comes from strategic execution goals. No, it depends on your length of time, but I would say no more than seven. And if you're setting them ahead of time because you have to do your day to day job still and seven goals evaluate it not for anyone, especially if you have an overachiever that wants to set all seven on day one and spend the year getting through them all and then drop it. 00:28:48:22 - 00:29:18:04 Unknown Who, that would be a lot. So I would say best practices, no less than three, No more than seven at a time. Absolutely. Me Do you agree on that? I do. I'm a huge fan of the way. Three, right. Three is easy to absorb when you're giving information and easy to attain when you're talking about actionable steps on things, because you have to also factor in that as you set these goals, you're also going to be working with other people in life is going to happen, right? 00:29:18:04 - 00:29:38:11 Unknown So it's not like, I give myself seven goals or ten goals or 50 goals and it's just boom, boom, boom. I'm not going to model. It generally does not work that way right? So I think three is very manageable and it gives you a sense of accomplishment, like you want to see the progress. So I'm kind of wrapping up here. 00:29:38:11 - 00:29:58:04 Unknown We're closing in on time, but what are some actual steps that an organization can make quickly to kind of get that needle moving in the direction of modern day goal setting? If they don't really do that today? From my perspective, an organization like because I know Brittany has a great add on to this too, and I want to give her time. 00:29:58:04 - 00:30:25:24 Unknown So I'm going to be short for once, but just determine your strategy. So. All right. Off the bat, yes or no, do our goals equate to compensation? Do they have a connection? We need to know that because then we need to be very clear in what constitutes needs. Improvement means expectation or exceeds expectations. If it is a I do not encourage you to have that concern. 00:30:26:00 - 00:30:46:10 Unknown What constitutes it being? If you meet three goals, you need improvement. If you meet for because that changes the fluidity, it locks it back in. What I encourage you to do, if they do not connect to compensation, then you have a lot. Either way, you have a lot of freedom, but there's a lot more freedom because you can start implementing things. 00:30:46:10 - 00:31:13:11 Unknown Day one if your merit increases have already happened or are going to happen in the next couple of months, this would be a post that stretch strategic initiative to make that shift. And then in terms of needs, improvement, exceeds or meets expectations as it relates to goals, I would have them be the departmental and job performance goals, specifically, and personal goals are just cherry on top. 00:31:13:11 - 00:31:40:18 Unknown They don't actually hit your compensation piece. Those are the two depending on which arm you go down. Those are some of the quick actionable pieces to to put into place. There. But I know Brittany's got some something as well. So when you think about how do you then accomplish it and lay it out, right, Because that's the overarching this is what we want to do. 00:31:40:18 - 00:32:05:18 Unknown So there's a couple acronyms, which is smarter goals. But then there's also one that's fast goals, which really resonated with me. Like, I love that one because FAST stands for frequently discussed, ambitious, specific and transparent, right? So it feels very much even just the word fast that you're moving things along, because if you set a goal, sometimes it can feel very drawn out. 00:32:05:18 - 00:32:25:23 Unknown Even if it's a 90 day goal, it's like, How do I get to the end of this? Sometimes, you know, or or that three year goal? When am I going to get to that? When do I hit that level of achievement that I have really been working toward? So using that, that concept of fast so frequently discussed it does the relationship ambitious, it makes it a bit more aggressive. 00:32:26:01 - 00:32:48:22 Unknown Right? So instead of something just be timely and measurable. It's ambitious. Let's go ahead and reach for the stars. Why not write specific again and make sure that is things that you can attain and then transparent. Making sure that those conversation do happen, that other people are aware. So you have a team and cheerleaders behind you who doesn't want to be routed on, you know, as we as we move toward progress. 00:32:48:24 - 00:33:13:06 Unknown Absolutely. Yeah. That's all great advice and well, good good way to kind of close out today. So like I said, that is all the time we have. But thank you to all of our listeners for tuning in today for this live episode. This episode is recorded, so it will actually be published next week. So if you want to watch it again or you want to share it out, going to rewatch it, that will be available for you next week. 00:33:13:08 - 00:33:41:02 Unknown We also have some great episodes coming up over the next few weeks, including an episode on the year ahead with MRA's president and CEO Susan Frank, an episode on 2024 Trends and a lot more so make sure to kind of look out for those episodes. You can find MRA's 30 minute Thrive podcast on your favorite podcast app. You can go to YouTube or you can go to MRA's website at mranet.org. 00:33:41:04 - 00:34:01:09 Unknown Amanda and Brittany, thank you so much for joining us live today. I really appreciate all your insights and your expertise to our listeners. Have a great day and have a great rest of your week and we will see you for the next episode. And that wraps up our content for this episode. Be sure to reference the show notes where you can sign them to connect. 00:34:01:09 - 00:34:16:14 Unknown For more podcast updates, check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minutes THRIVE so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the conversation.  

In the last episode, we talked about mindset and how you should think about and prepare for your business development meetings. In this episode of Real Relationships Real Revenue, I just have one message to share, and it's that for each client development meeting, you should have only one goal.    Topics We Cover in This Episode:    Why you shouldn't have multiple goals The reason why only one goal benefits you more      Try to avoid having too many goals in your meetings. The idea of only having one goal is so important because it centers your mind on the most important thing. By creating that one goal and writing it down, you're in a really great place.    If you want to learn more about the research behind goal setting, check out this study by Dr. Edwin Locke. It's really interesting and I think you'll enjoy it.      Resources Mentioned: Check out the study by Dr. Edwin Locke

In the last episode, we talked about mindset and how you should think about and prepare for your business development meetings. In this episode of Real Relationships Real Revenue, I just have one message to share, and it's that for each client development meeting, you should have only one goal.    Topics We Cover in This Episode:    Why you shouldn't have multiple goals The reason why only one goal benefits you more      Try to avoid having too many goals in your meetings. The idea of only having one goal is so important because it centers your mind on the most important thing. By creating that one goal and writing it down, you're in a really great place.    If you want to learn more about the research behind goal setting, check out this study by Dr. Edwin Locke. It's really interesting and I think you'll enjoy it.      Resources Mentioned: Check out the study by Dr. Edwin Locke

In the last episode, we talked about mindset and how you should think about and prepare for your business development meetings. In this episode of Real Relationships Real Revenue, I just have one message to share, and it's that for each client development meeting, you should have only one goal.    Topics We Cover in This Episode:    Why you shouldn't have multiple goals The reason why only one goal benefits you more      Try to avoid having too many goals in your meetings. The idea of only having one goal is so important because it centers your mind on the most important thing. By creating that one goal and writing it down, you're in a really great place.    If you want to learn more about the research behind goal setting, check out this study by Dr. Edwin Locke. It's really interesting and I think you'll enjoy it.      Resources Mentioned: Check out the study by Dr. Edwin Locke

In this episode, Kevin Appleby interviews Felix Velarde, author of best selling business book Scale at Speed: How to Triple the Size of Your Business and Build a Superstar Team. Felix is also the founder of 2y3x.com, a growth acceleration program. Felix has distilled some of the best strategies he's learnt over twenty-five years of leading businesses of varying sizes into an easy-to-read framework. He expertly lays out the journey a business needs to undertake to scale. He breaks it down into digestible steps, allowing you to achieve your goals through well-structured frameworks and engaging stories along the way. It's a great guide to achieving 3x growth in 2 years (2Y3X). We use this framework to examine the role of the CFO. The CFO's role within the team charged with setting strategy and delivering growth is vital. The CFO is key to the entire process. We also consider businesses that are in trouble and need to transform quickly in order to survive. Felix strongly believes that the same framework that allows you to scale at speed works just as well in a short-term crisis. He backs this up with evidence from his own clients who lost significant revenue at the start of the pandemic. Links Felix Velarde on LinkedInKevin Appleby on LinkedInBuy scale at speed on Amazon UK or on amazon.comListen to Felix on The Next 100 Days Podcast Timestamps 00:53 Felix's background as a serial founder03:02 2Y3X: triple your revenue in two years08:29 Scale at Speed: The role of the CFO14:24 The CFO is in a unique position on the Growth Lab team17:08 The Growth Lab team and its purpose18:43 Scale at Speed, the book19:30 Jim Collins and the Big Hairy Audacious Goal (BHAG)20:27 Edwin Locke and Goal Setting Theory23:17 The Scale at Speed framework in a crisis31:14 Team's holding each other to account37:34 Motivating the growth team: Do you need incentives such as EMI?40:01 The importance of shared values for your team46:37 The financial goal, the quality goal, and the people goal47:40 Summarising the role of the CFO in the growth process

We discuss the science of goals. What's the difference between intentions and goals? Who is Edwin Locke? What is goal theory? What are the five key principles of goal setting? What are the three types of goals? Are goals necessary and do they really make a difference? Is disambiguate a real word?

https://the-secular-foxhole.captivate.fm/episode/back-to-the-dark-ages-with-dennis-prager (Andy Clarkson revisits us) with what he's called, “The Hidden Gem” of Objectivism. Please follow along https://www.facebook.com/groups/134367963254180/permalink/4921940807830181/ (this PDF) during the episode. The document is located on the https://www.facebook.com/groups/134367963254180 (Facebook group, The Impact of Aristotle Upon Christian, Islamic, & Jewish Cultures). Show notes with links to articles, blog posts, products and services: https://www.facebook.com/groups/134367963254180/permalink/4921940807830181/ (Exalted Moments (core paper from this episode)) https://exaltedmoments.blogspot.com/ (Exalted Moments blog) https://amzn.to/3HIi7ET (Letters of Ayn Rand (book)) https://aynrand.org/ (Ayn Rand Institute) https://www.amazon.com/gp/search/ref=as_li_qf_sp_sr_tl?ie=UTF8&tag=en038d-20&keywords=Ayn Rand&index=aps&camp=1789&creative=9325&linkCode=ur2&linkId=936f2712924605d8c82bcb973af2642e (Ayn Rand on Amazon) https://www.hblist.com/tof/index.htm (Articles by psychologists Dr. Edwin Locke and Dr. Edith Packer (The Objectivst Forum)) https://amzn.to/3x6wHRz (Impact Of Aristotle Upon Christian, Islamic, and Jewish Cultures (book) ) https://www.facebook.com/groups/134367963254180 (Impact Of Aristotle Upon Christian, Islamic, and Jewish Cultures (Facebook page) ) https://www.youtube.com/channel/UCeoGqmWTaRTKLitJAUA8sQA (Six-Point Pattern Of The Aristotelians (YouTube series)) http://aynrandlexicon.com/lexicon/philosophy.html (Philosophy) - The Ayn Rand Lexicon http://aynrandlexicon.com/lexicon/psychology.html (Psychology) http://aynrandlexicon.com/lexicon/objectivism.html (Objectivism) https://courses.aynrand.org/campus-courses/advanced-seminars-on-objectivism/happiness/ (Happiness) - Objectivism: The Philosophy of Ayn Rand https://medium.com/@rohingupta2k18/reinventing-maslows-model-of-motivation-5cdc0d173caf (Piece on Maslow) https://findyourstampsvalue.com/news/why-i-like-stamp-collecting-a-manuscript-by-ayn-rand-proclaiming-the-passion-for-philately (Ayn Rand and stamp collecting) https://edwinlocke.com (Edwin A. Locke) https://objectivistmedia.com/speakers/edith-packer (Edith Packer) https://amzn.to/3x5conD (Selfish Path to Romance: How to Love with Passion & Reason) https://amzn.to/3HCtv50 (Chocolat) https://www.prageru.com/video/eric-daniels-atlas-shrugged-by-ayn-rand (Eric Daniels: Atlas Shrugged by Ayn Rand) - PragerU Episode 35 (44 minutes) was recorded at 10 : 30 PM CET, on October 15, 2021, with https://ringr.com/ego (Ringr app).. Editing and post-production was done with the https://alitu.com/?fp_ref=egonetcast (podcast maker, Alitu). Support this podcast

Probably everything you know about setting goals and how to achieve them rests on the research of Dr. Edwin Locke and Gary Latham in the 1980s.Dr. Edwin Locke is also the author of the underrated book The Prime Movers which is as good if not better than Good to Great.In this show, we talk about Dr. Locke's pioneering research on the theory of goal setting along with the men and women who are wealth creators.

In this special episode of New Ideal Live, we bring you a compilation of some of ARI's distinctive commentary and analysis on foreign policy over the last twenty years. The articles mentioned are “End States Who Sponsor Terrorism” by Leonard Peikoff and “America Is Not Winning the War” by Onkar Ghate. Lectures featured in this podcast include: “America vs. Americans” (2003) by Leonard Peikoff;“The Morality of War” (2004) by Yaron Brook;“Free Speech and the Danish Cartoons: A Panel Discussion” (2006) featuring Yaron Brook and Edwin Locke;“Democracy vs. Victory — Why the ‘Forward Strategy of Freedom' Had to Fail” (2006) by Yaron Brook;“Charlie Hebdo, the West and the Need to Ridicule Religion” (2015) by Onkar Ghate. Also mentioned is the second, expanded edition of the book Failing to Confront Islamic Totalitarianism, edited by Onkar Ghate and Elan Journo. This episode served as a prelude to an event on September 11, 2021, in which Onkar Ghate and Elan Journo joined Yaron Brook on The Yaron Brook Show for an in-depth discussion of key events and turning points since 9/11, and a retrospective on ARI's philosophic analysis of U.S. policy. You can watch the discussion here. This podcast was recorded on September 8, 2021. Listen to the discussion below. Listen and subscribe from your mobile device on Apple Podcasts, Google Podcasts, Spotify or Stitcher. Watch archived podcasts here. https://youtu.be/ZUxsuOWujZI Podcast audio:

Propósito de vida

Nikos discusses Dr Michael Sandel's book 'The Tyranny of Merit' with Objectivist psychologist Dr Edwin Locke.Watch live every day at 6 pm UK time on our Facebook page: https://m.facebook.com/aynrandcentre/Sign up here to join upcoming events live via Zoom: https://www.meetup.com/London-Ayn-Rand-Meetup/Consider supporting our work by becoming a member: https://aynrandcentre.co.uk/membership/

What is an Organizational Efficiency Warrior? Well, it is exactly what our guest is today. Trish Tagle is the creator of the SIEZE framework which stands for Summit for Internal Efficiency and Zipped-Up Evolution. This framework supports the discovery of leadership issues in organizations and with Trish's help, is designed to create a strategy and action plan unique to each organization. Trish is also the best selling author of Everyone Knows You Suck: Bad Boss Stories. A Succinct Guide. In her book, she demonstrates where leaders fall down and offers advice on developing the self-awareness leaders need to have. She is also the host of Optimal Instinct Podcast. Join us as we discuss Trish's one of a kind framework and her advice on being a great leader within your organization.   Show Notes: [0:18] - Trish describes herself as an organizational efficiency warrior because she is a very “cut to the chase” type of person. [1:57] - During this unique time with Covid-19, the people who are not accustomed to working from home are really struggling. [2:47] - Any kind of change this big will impact the way people work. [3:20] - SIEZE framework is Trish's core product that stands for Summit for Internal Efficiency and Zipped Up Evolution. [3:54] - Trish saw a need in the marketplace for quicker turn around. Most consultants take a long time but Trish wanted to get her clients their answers as quickly as possible. [5:00] - Rather than providing a client with a 300 page document over the course of 90 days, Trish sits down with her clients and works out a step by step action plan in one day. [6:01] - The action plans are tailored to the client's needs and could address a time goal of 6 months, 1 year, or whatever the client needs. [6:24] - In her book, Everybody Knows You Suck: Bad Boss Stories. A Succinct Guide, Trish divides leadership into four pillars: truth, teach, think, and trust. [8:22] - Trish explains that all four pillars build on each other and are very interdependent. [9:50] - Self-awareness can be a problem. Most leaders have blindspots and asking their team for feedback is a great way to be transparent and grow. [11:13] - There's a message everywhere. Leaders need to pay attention and not only be aware of themselves but to understand others and how they communicate. [12:15] - It is okay to say, “I don't know, show me.” It shows that you are willing to learn and interested in the work your team is doing. [13:58] - Trish would run meetings where each time, a team member would show the rest of the team how to do something. It gives them the credit and appreciation they deserve and shows your support for the team. [15:07] - There is power in being humble and being able to say, “I don't know.” [16:35] - If there's only one person talking in the room, the other people are not involved in the whole team. There's only one person driving it. [17:16] - When people are not speaking up or having a hard time speaking up, you can tell that they are not working well as a team. [18:01] - Trish utilizes a form to qualify clients to work through her framework and part of that is “you can't be a seat warmer,” meaning everyone needs to participate. [19:11] - A powerful quote by Edwin Locke that struck Trish is “Leadership is not primarily about making people feel good. It's about knowing what you're doing and knowing what to do.”   Links and Resources: John Murphy International Web Page A Life and a Living Podcast John Murphy - Winning Team Podcast John Murphy International Facebook John Murphy on Linkedin John Murphy Twitter Trish Tagle Web Page SIEZE Framework Everyone Knows You Suck: Bad Boss Stories. A Succinct Guide by Trish Tagle Optimal Instinct Podcast Trish Tagle Leadership on Facebook        

Gratitude, properly understood and practiced, has the power to greatly enhance our lives. But there’s a surprising amount of confusion about what gratitude is and what it’s not. Arm yourself against common misconceptions with insights from Dr. Ellen Kenner, a clinical psychologist, co-author of The Selfish Path to Romance, and the host of the radio talk show “The Rational Basis of Happiness.”   Subscribe in Apple Podcasts, Spotify, or wherever you’re listening right now.   Facebook: https://www.facebook.com/objectivestandard Twitter: https://twitter.com/ObjStdInstitute LinkedIn: https://www.linkedin.com/company/objectivestandardinstitute/ Also check out:   “How to Savor Gratitude and Disarm ‘Gratitude Traps’” by Ellen Kenner: https://theobjectivestandard.com/2020/05/how-to-savor-gratitude-and-disarm-gratitude-traps/ The Selfish Path to Romance: How to Love with Passion & Reason by Ellen Kenner and Edwin Locke: https://amzn.to/2Bq4L2K Interview with Ellen Kenner and Ed Locke on The Selfish Path to Romance: https://theobjectivestandard.com/2012/02/kenner-locke-romance/ “Deriving More Joy from One of Life’s Richest Sources” by Jon Hersey: https://theobjectivestandard.com/2019/06/deriving-more-joy-from-one-of-lifes-richest-sources/ Changing for Good: A Revolutionary Six-Stage Program for Overcoming Bad Habits and Moving Your Life Positively Forward by James Prochaska, John Norcross, Carlo DiClemente: https://amzn.to/3jBY8f5

➤ Stress ~ Two ways to cope with stress - a short interview with Dr. Edwin Locke. Eavesdrop on caller's personal dramas four times each week as Dr. Kenner takes your calls and questions on parenting, romance, love, family, marriage, divorce, hobbies, career, mental health - any personal issue! Call anytime, toll free 877-Dr-Kenner. Visit DrKenner.com for more information about the show.

➤ Stress ~ Assertiveness and reducing stress - a short interview with Dr. Edwin Locke. Eavesdrop on caller's personal dramas four times each week as Dr. Kenner takes your calls and questions on parenting, romance, love, family, marriage, divorce, hobbies, career, mental health - any personal issue! Call anytime, toll free 877-Dr-Kenner. Visit DrKenner.com for more information about the show.

We all like to dream about being financially wealthy. For most people though, it remains a dream and nothing more. Why is that? It’s because most people don’t set their mind to achieving that goal. They might not be happy in their current situation but they’re comfortable – and comfort is one of the biggest enemies of growth. How do you go about developing that millionaire mindset? This week we will learn some tricks and tips to develop rich thinking! Step One “Fix in your mind the exact amount of money you desire. It is not sufficient merely to say ‘I want plenty of money.’ Be definite as to the amount.” The first step seems so easy. Just decide how much you want to make. Pick a number, any number. The idea behind this step is when you have a definite goal, there is no wiggle room to say whether you made it or not. If I decide I want to make 100-million dollars, and I end up making 99,999,999.99 I didn’t reach my goal. There is no if, and, or but about it. Believe it or not there is a psychological advantage to having a goal that is specific. Research done by Edwin Locke shows that people who set specific, challenging goals actually did better than those who set vague goals.  Imagining the exact number you want will help you visualize what you have to do to get to that number, keep you more accountable by making your goal measurable, and help you understand just what you are willing to sacrifice for your wealth. Step Two Determine exactly what you intend to give in return for the money you desire. There is no such thing as something for nothing. Determining what you are willing to do to get this amount of money will help you set a timeline, and help you realize how important this is to you. If you have decided to make five million dollars, but you aren’t willing to sacrifice time, effort, or other priorities, it isn’t likely that you are going to make that money. To attain this step you first have to ask yourself what you have to give for this money. Do you have a lot of intelligence, time, a large network? Then you have to decide how much of what you have you are willing to give. If you want that five million and you have a lot of intelligence, but you are only willing to think about how you are going to obtain that goal an hour a week, it will take a lot longer to reach. Once you have decided what you have and how much you are willing to give to get that money, ask yourself whether that is enough to obtain the amount of money you want. Step Three Establish a definite date when you intend to possess the money you desire. Setting a definite date is a goal setting technique that should be applied to every goal you set every time. If you don’t have a set date to obtain this wealth, you have unlimited time to work towards it, there is no sense of urgency. Having an end to your goal holds you accountable for what you said you are going to do, just like step one, you have no wiggle room, you either reach your goal, or you don’t. Once you have finished step one and two, it is important to make sure you set a date that aligns with how much you want and what you are willing to do for it. For example, if you say: ‘I want one million dollars but I am not willing to change anything I am doing, and I want it in one week,’ you have just created a completely unrealistic goal.   Remember, if you set a date that is very close, then there is a good chance you will feel pressured to finish very quickly, which generally cause stress and busy nights. But if you set a date that is very far off, there is a chance you will not feel pressured to finish, and you either give up or wait for the last minute and end up stressed and busy anyway.   Make sure to seek council from those who have accomplished their goals while setting your date. This will make it much easier. Step Four Create a definite plan for carrying out your desire and begin at once, whether you are ready or not, to put this plan into action. Now we are getting to the action part of these steps. When you are creating a plan remember it is alright to not be 100% sure of every step. Having a plan set and in place will help you when you are feeling lost, discouraged, or if you get easily distracted. It is also important that you keep your plan somewhere that you can see it. This will help keep your mind on your plan and your ever-looming deadline.   When you create a plan start with what you know. Write out your starting point and your end goal. Now write out the day you start, and your end date, once you have that you can write the big goals and milestones in between. Once you have your basic outline, write out the dates that you want to finish your big goals by, then write out the steps to get to those goals. Make sure to leave room between your goals because there is a good chance you will want to add to your small steps to reach your goals. The more detail oriented you are laying out this plan the easier it will be for you to follow it. Adding dates to your steps to reach your big goals will help hold you accountable, but isn’t necessary as long as you trust yourself to hit your big goal dates. Now that you have your plan give it to your mentor, business partner, or friend, and ask them to check in with you from time to time. Remember, no goal is truly met alone. Using other’s strength will only make you stronger. Step Five Write out a clear, concise statement of the amount of money you intend to acquire, name the time limit for its acquisition, state what you intend to give in return for the money, and describe clearly the plan through which you intend to accumulate it. This statement is very literal. Don’t type it out, don’t just think about it, literally write it out. Grant Cardon writes his goals down every day—a constant reminder to what he aims to get done. There is a reason you want to write it down. Look at studies about how people learn and memorize. Those who just hear or read tend to learn less than those who write it out, this is due to the fact that you are also giving yourself a visual symbol while processing each word you write down. So write out everything you have decided so far. Write it as many times as it takes to sink in. Step Six Read your written statement aloud, twice daily, once just before retiring at night, and once after arising in the morning. As you read, see and feel and believe yourself already in possession of the money. You know what they say, seeing is believing. Take what you just wrote out post it everywhere. Read it first thing in the morning and once again before you go to bed. Have it be the first thing you think about in the morning and the last thing you think about every night. Make it so that the amount of money you decided you were going to make is always in your head, make your plan your obsession. Start to think about what you give every day to better yourself and how much you have overcome to get to that point. When you are constantly thinking about something you will naturally make decisions based on how it will affect your main goal.   Following these principles will help you reach your goals. Think And Grow Rich is based on the study of hundreds of successful people in the world. If you want massive success, Think and Grow Rich is the book for you. _____________________________________________________ Get my NEW book Pragmatic Prosperity now! Download Think and Grow Rich ---> CLICK HERE Listen on iTunes or Listen to/download this episode here: Love the show? Tweet me a shoutout at: @Cindybbrown777 Want to sponsor episodes of Unlocking the Secret of Living Rich?  Email Cindy at : cindy@cindybrown.com Mentioned in this show: Follow us on Facebook: Cindy B Brown Subscription/SocialLinks: Subscribe on iTunes! Subscribe to the Living Rich Mailing List http://www.cindybbrown.com LIVE RICH!

➤ Stress ~ How to reduce stress using assertiveness skills - A short interview with Dr. Edwin Locke. Eavesdrop on caller's personal dramas four times each week as Dr. Kenner takes your calls and questions on parenting, romance, love, family, marriage, divorce, hobbies, career, mental health - any personal issue! Call anytime, toll free 877-Dr-Kenner. Visit DrKenner.com for more information about the show.

➤ Romance ~ How to create a genuine romantic partnership - a short interview with Dr. Edwin Locke. Eavesdrop on caller's personal dramas four times each week as Dr. Kenner takes your calls and questions on parenting, romance, love, family, marriage, divorce, hobbies, career, mental health - any personal issue! Call anytime, toll free 877-Dr-Kenner. Visit DrKenner.com for more information about the show.

➤ Romance ~ How to understand your romantic partner - a short interview with Dr. Edwin Locke. Eavesdrop on caller's personal dramas four times each week as Dr. Kenner takes your calls and questions on parenting, romance, love, family, marriage, divorce, hobbies, career, mental health - any personal issue! Call anytime, toll free 877-Dr-Kenner. Visit DrKenner.com for more information about the show.

➤ Stress ~ The key factors causing stress - a short interview with Dr. Edwin Locke. Eavesdrop on caller's personal dramas four times each week as Dr. Kenner takes your calls and questions on parenting, romance, love, family, marriage, divorce, hobbies, career, mental health - any personal issue! Call anytime, toll free 877-Dr-Kenner. Visit DrKenner.com for more information about the show.

➤ Healthy vs Traditional Romance ~ A short interview with Dr. Edwin Locke. Eavesdrop on caller's personal dramas four times each week as Dr. Kenner takes your calls and questions on parenting, romance, love, family, marriage, divorce, hobbies, career, mental health - any personal issue! Call anytime, toll free 877-Dr-Kenner. Visit DrKenner.com for more information about the show.

Goal setting is easily one of the most recommended and most ignored topic in everyone's business. Piyush believes that this is due to a long drawn process of setting goals in the wrong way. In this episode he talks about the best way of setting up goals that will get you excited about achieving them. Here's what will be covered in this episode: Theory of Goal Setting by Dr Edwin Locke & Dr Gary Latham Setting S.M.A.R.T. Goals - Specific, Measurable, Achievable, Realistic, Timeline How do SMART Lists Help Charles Duhigg's book - Smarter, Faster Better Download SMART goals template Using templates on Evernote Share you feedback of the series with me via email - hello@piyushagarwal.com Do leave a review and help more people discover the series if you like it! --- Send in a voice message: https://anchor.fm/growdailypod/message

Dr. Edwin Locke is internationally known for his decades of research in goal setting. In this episode, 80 year old Psychologist, Edwin, shares some of the answers and best practices for goal setting. Learn how to improve your chances of achieving your goals this year by creating goals with specific components in mind. Also learn how to determine the best areas of goal setting for you. Edwin also provides insight into how to live a purposeful and happy life. Hope this helps create your goals for 2019 and onward! Want to work with Kyle Reidhead for Health or Weight Loss Coaching? https://healthsimpleinfo.com/health-coach Subscribe to the HealthSimple Email list for weekly health tips and products discounts from Kyle Reidhead! https://www.healthsimpleinfo.com (look for the pop up)
 **$50 off the Oura Ring: Use Code: HealthSimple50 Link: ouraring.com/partners/HealthSimple/ **So You Want To Eat Healthy eBook**: https://www.healthsimpleinfo.com/eat-healthy/ Dr. Edwin Locke Edwin A. Locke is Dean’s Professor (Emeritus) of Leadership and Motivation at the R.H. Smith School of Business at the University of Maryland, College Park. He received his BA from Harvard in 1960 and his Ph.D. in Industrial Psychology from Cornell University in 1964. He has published more than 300 chapters, notes and articles in professional journals, on such subjects as work motivation, job satisfaction, incentives, and the philosophy of science. He is also the author, co author, edited or co editor of 13 books, including The Selfish Path to Romance: How to Love with Passion and Reason. He is internationally known for his research on goal setting. A recent survey found that Locke’s goal setting theory was ranked #1 in importance among 73 management theories. His work has been supported by numerous research grants, and he has served as consultant to research firms and private businesses. Website: https://edwinlocke.com/

The Drill - Monologue, Edwin Locke

The Danish cartoons depicting Muhammad have sparked a worldwide controversy. Death threats and violent protests have sent the cartoonists into hiding and have had the intended effect of stifling freedom of expression. The reaction to these cartoons raises urgent questions whose significance goes far beyond a set of drawings. This unflinching discussion addresses key questions, including: • What is freedom of speech? Does it include the right to offend? • What is the significance of the worldwide Islamic reaction to the cartoons? • How should Western governments have responded to this incident? • How should the Western media have responded? (Recorded April 11, 2006.) This video is also published on the Ayn Rand Institute Channel, for more see https://www.youtube.com/AynRandInstituteLike what you hear?  Become a Patreon member, get exclusive content and support the creation of more videos like this! https://www.patreon.com/YaronBrookShow or support the show direct through PayPal: paypal.me/YaronBrookShow.Want more? Tune in to the Yaron Brook Show on YouTube (https://www.youtube.com/user/ybrook). Continue the discussions anywhere on-line after show time using #YaronBrookShow. Connect with Yaron via Tweet @YaronBrook or follow him on Facebook @ybrook and YouTube (/YaronBrook).Want to learn more about Objectivism? Check out ARI at https://ari.aynrand.org.

Whoever came up with the idea of goal setting really opened a Pandora’s box of wishful thinking.For the modern interpretation of goal setting, you can blame a bloke called Edwin Locke. He was an American psychologist from the University of Maryland who has studied the power of goal setting in the 1960s. He first suggested that employees were motivated by goals and feedback in his 1968 article "Toward a Theory of Task Motivation and Incentives”. In it he says individuals who set specific, difficult goals performed better than those who set general, easy goals.Since then athletes and business leaders have banged on about it and so eventually so did politicians and it seems to have spread like topsy amongst them. And to make them easy to understand our politicians have defined our goals by setting targets. So now we have a raft of targets to achieve. Smokefree 2025. Predator Free 2050. Possum free 2030. We target zero deaths on our roads. We have 3 goals on emissions reductions ending in 2020, 2030 and 2050. The Government has set a target of getting 50 percent representation of women on state sector boards by 2021. And on they go.But my problem with many of these targets is that they’re as achievable as me saying I’d like to be 2 inches taller in 2 years time. And the other problem is that many politicians think that just verbalising the goal or target is enough. That the target is the end in itself. And of course all these general targets go right against Edwin Locke’s theory that the goals must be specific and not general.So here we go again.Nikki Kaye has a private members bill in front of the house that would require every primary and intermediate school to offer at least one second language from a list of at least 10 "national priority languages". Its goal is to get every student able to converse in at least 2 languages. It’s a lovely thought however the bill is low on details of how to do this. Chris Hipkins estimates that to put a language teacher in every school would cost an extra $120 million a year. And that’s not even offering a choice. So it’s expensive. It also doesn’t look at where all these language teachers are going to come from. It’s a sort of chicken and egg situation. We need more language teachers so we can teach more language so we can have more language teachers.And now the Greens have predictably done it during Māori Language Week. The Green Party is pushing for te reo Māori to be a core curriculum topic in all schools by 2025. And when they say core they mean compulsory which raises all sorts of issues.Now the arguments against Nikki Kayes waffly bill exist for this one as well. To have a te reo teacher in every school would cost the same $120 million a year. And by putting a date on this it becomes ever more airy-fairy. 2025 is just over 6 years away. Good luck in finding 3000 odd new te reo teachers in that time frame.Let’s talk about realistic goals. In the last budget, an extra $20 million was given towards Māori language teacher education. Maybe we should be doubling the budget with the goal of doubling the teachers with another goal of doubling the literacy within 5 years. And when we get to a tipping point of capability then we can start talking about something more universal.And on a flippant note, could we have a goal of having goals that don’t have a mythical target date on them. And we could meet that target tomorrow.

Dr. Edwin Locke’s pioneering work in the field of goal-setting and job satisfaction has greatly enriched our understanding of motivation and changed the way many leaders think about their roles. For this episode of The TalentGrow Show, Halelly makes an exception to the format, allowing it to run over-time, so that we don’t miss a thing. Drawing from his renowned Goal-Setting Theory, Locke discusses questions such as how to set rational, achievable goals for your team, what many leaders misunderstand about extrinsic motivation, and which visionary questions leaders should ask themselves to inspire their team and ensure job satisfaction. Locke also gives us a glimpse into the fascinating research and ideas behind his latest book, The Illusion of Determinism. Plus, what did visionary leader Steve Jobs get right that Elon Musk seems to be getting wrong? Listen and find out! Shownotes: http://www.talentgrow.com/podcast/episode95 Apple Podcasts: http://apple.co/1NiWyZo Stitcher: http://www.stitcher.com/s?fid=62847&refid=stpr Google Play Music: https://play.google.com/music/listen#/ps/Ijwlgz7lklnxqnfzjna7gcr65be iHeartRadio Podcasts: http://www.iheart.com/show/263-The-TalentGrow-Show-Gr/ YouTube: https://www.youtube.com/user/TalentGrow Soundcloud: https://soundcloud.com/talentgrowshow Spotify: http://spoti.fi/2CpgIk1 Download the free guide: 10 Mistakes Leaders Make and How to Avoid Them http://www.talentgrow.com/10mistakes Don't forget to LEAVE A RATING/REVIEW ON APPLE PODCASTS! http://apple.co/1NiWyZo  

The Association for Psychological Science has praised today's guest, Dr Edwin A. Locke, saying, "Locke is the most published organizational psychologist in the history of the field. His pioneering research has advanced and enriched our understanding of work motivation and job satisfaction. The theory that is synonymous with his name — goal-setting theory — is perhaps the most widely-respected theory in industrial-organizational psychology.” Dr. Locke is a psychologist and pioneer in goal-setting theory. He’s Dean's Professor (Emeritus) of Leadership and Motivation at the R.H. Smith School of Business at the University of Maryland, College Park. He received his BA from Harvard and his Ph.D. in Industrial Psychology from Cornell University. He’s the author or editor of 12 books, including The Selfish Path to Romance: How to Love with Passion and Reason (with Dr. Ellen Kenner), and his seminal work A Theory of Goal Setting and Task Performance (with Dr. Gary Latham). Dr. Locke also a writer and lecturer for the Ayn Rand Institute and is interested in the application of the philosophy of Objectivism to behavioral sciences. We cover a wide range of topics and Ed provides a breadth of knowledge, advice and life experience that will help you achieve in your business and life. Episode Highlights: Ed Locke: "My god, why would I want to be a regular guy?" Why ED loves the Clint Eastwood quote, "A man's got to know his limitations." Why Ed never had self-doubt and the secret to his self-confidence Why you shouldn't take disapproval seriously Independence vs. mindless obedience Where self-esteem comes from (it's NOT other people) The crucial importance of leisure for a happy life Why ART is so important to a full life Be very selective about your favorites in work, love, friendships, leisure & art Don't Miss a Thing Get every episode automatically! Resources Mentioned Ed's website The Selfish Path to Romance: How to Love With Passion and Reason, by Edwin A. Locke & Ellen Kenner The Prime Movers: Traits of the Great Wealth Creators, by Edwin A. Locke The Illusion of Determinism: Why Free Will is Real and Causal, by Edwin A. Locke Atlas Shrugged, by Ayn Rand The Fountainhead, by Ayn Rand Victor Hugo Thomas Edison General Sherman Winged Victory Venus de Milo Vermeer Share the Value If you enjoyed the show, please rate it on iTunes and write a brief review. That would help a lot to spread the word and get more exposure for the podcast. Ask Questions or Provide Feedback To ask questions, request episode topics or provide feedback, email me at DrOrma@DrOrma.com Connect With Me [fb_button]   Follow @drsteveorma Additional Resources Therapy and coaching with me. **Some of the links above may be affiliate links, which means that if you choose to make a purchase, I’ll earn a commission. This commission comes at no additional cost to you, and I only recommend products or services that I think you’ll enjoy or may be helpful to you.

In the previous episode, we discussed two major emotions that can hold you back from living out your ideal lifestyle. Now that you’re prepared for what is to come, we need to discuss the most important question you will encounter along the journey to lifestyle freedom. What is important to me?! It’s both extremely simple and extremely complicated. We all seem to know some of the things that are important to us such as maintaining our fitness and cultivating meaningful relationships. However, very few of us have actually explored some of the most basic human needs and figured out the type of actions we need to take in order to thrive in those aspects of life. Today, this is what we’ll be discovering together. Discovering Your Ideal Lifestyle: Imagine that you’ve woken up one day with the ability to do absolutely whatever you wanted. You have no monetary restrictions, all of your friends and family are ready to join you in your adventures at a moment’s notice, and you are able to travel anywhere with ease. What would you do? It’s a difficult question to answer. You may not be able to answer that question because you have never considered lifestyle freedom a possibility before. Since we were born, we have been surrounded by societal trends such as 40-hour workweeks, flawless bodies that require extensive gym visits, and family lives that are more stressful than fulfilling. Here’s the truth: It doesn’t have to be this way! In life, you are your own boss. You control what you do, how you go about it, when you do it, where you do it, and who you do it with. You may be thinking, Natalie, I do have monetary restrictions and other things holding me back from living my ideal lifestyle! I understand you completely. While you may not be able to sit down right now, map out the rest of your life, and make it happen by snapping your fingers, you do have the opportunity to make the choice to start moving into a place of freedom. Make that choice right here and right now. Take the leap with me and begin your journey to a life of freedom by figuring out what it is that you truly want. Step 1: Dream, Dream, Dream Remember the question I asked you earlier about your ideal day? I want you to answer it right now. Most importantly, I need you to answer it as specifically as you possibly can. For example, this is how I envision my perfect day: "I wake up in the morning with no alarm and no phone next to my bed and I wake up naturally. I turn to my lover Mr. Josh and I give him lots of kisses, hugs and cuddles. And then little Kayla, who is not so little anymore comes around my side of the bed in for a cuddle, who just snuffles her nose into my hand and I just love, love, love my little white German Shepherd to death. And then I roll out of bed and I roll out the yoga mat and I will do about 20-30 minutes of yoga with Adriene. I recently did a Facebook live about her and I think she is fabulous. She has a free Youtube channel called Yoga with Adriene. I just love her yoga. She’s funny, she’s joyous, she’s grateful and she doesn’t take life too seriously and it’s just a pleasure to do yoga with her. And then I will roll into anywhere from a 5-15 or 20 minute meditation. I’m working my way up into doing more of that and by this stage by the way, before I’ve started my yoga I’ve thrown open the curtains and right outside our windows this gorgeous creamy white rose which is just in full bloom right now. So it’s the first thing that I see in the morning with the sunlight coming up and all the trees and the gorgeous greenery around our lawn and over to the hills in the distance. So it’s a pretty spectacular way to start the morning and given that it’s spring here right now, the sun is already shining on me. So when I’m on my yoga mat I’m getting heated up by the warmth of the sun. And then I have a lovely hot shower which I am so grateful for. And I go through to the kitchen and typically make breakfast with Josh and either do a green smoothie with something really awesome from my garden like kale or spinach and then strawberries, blueberries, banana and coconut water or I go and grab the fresh eggs from our chicken and I make omelets or scrambled eggs or poached eggs with avocado and smoked salmon or bacon because breakfast is my favorite meal of the day. And then and only then, do I actually head over to my laptop and I either set up in the lounge or in the study or out in the coworking barn and I start working in my most important action of the day which I have typically written up the night before or in that moment into our project life spreadsheet and we always try and balance this out across the week between the 8 sort of areas of life that are really important." So that’s just the start of my Perfect Day and I am living it right now which is pretty fantastic. I want you to be able to describe the type of room that you are waking up in. I want you to be able to describe the food that you are eating throughout the day. I need you to be able to envision the exact temperature on the thermostat of the home you are living in. Why am I asking you to be able to state the exact temperature of your house? While it may not seem important, specificity is key to designing your ideal lifestyle. In fact, one study conducted by Gary Latham and Edwin Locke found that 90 percent of people who set challenging, specific goals were able to actually meet them rather than those who had simple goals with no direction. No matter how silly it may seem, think about every possible angle of your perfect day and write it down. You may not need every detail but you will be better prepared for the next step. Step 2: Determine What Matters Most Now that you have a better idea of what you would like to be doing with your time, take a look at your list and go through the 5 W’s: Who- Who was it that you wanted to spend your time with? Did you list your spouse during your perfect day vision? Did some of your old friends crop up while you were daydreaming? Review your notes and come up with a list of the people who appeared most. What- What were you doing during your ideal day? Were you working from home rather than in an office? Were you working out in your own yoga studio? These actions will help you to identify some of the major areas that you want to focus on in the future. When- When were you the most active? On the other hand, when were you experiencing the most relaxation? You may find out that you are currently working when you want to be relaxing and relaxing when you are most energetic. Where- Did you travel? What type of house were you in? What did nature outside of your living area look like? As the saying goes, “if you don’t like where you are, move. You are not a tree.” You may not be happy with where you are currently living and this daydream session will tell you exactly that. Why- Why are you doing the things that you are doing? If this is your perfect day, you must care about the actions you are taking. Evaluate each action you have written down and ask yourself whether or not you care about the thing you are doing, if it adds value to your life, and if it helps you get towards where you want to be. Make sure that you have done this thoroughly. Each category helps you to better determine what you will be working towards once you’ve decided to live a life of freedom. Step 3: Come Up With a Rough Life Sketch Take what you’ve collected over the past few steps and compile it into a rough plan. For example, let’s pretend that I’ve come up with my own life vision where I am living in France, running my own clothing business during the day from my large, well-lit apartment, and spending the majority of my time with my friends during the night. Although this a brief example, I’ve identified who I want to spend my time with, where I want to be, when I want to be doing things, and what I am doing with my time. Why am I doing this? Clearly, I’ve crafted this plan because I truly want to live in France, I love the idea of running a clothing business from home, and I want to be spending my time with friends who care about me. This is by no means a list that will help you to reach said goals and lead a free life. Instead, this is the foundation upon which you will build your ideal life. In episode 3, we will be discussing how to categorize and task out these goals in order to assure complete domination over your ideal lifestyle. And if this is kind of opening your mind up to the possibilities of what you really want to be doing with your life but you don’t feel like you are close to that or if you are actually just wanting to rock out 2018 then you are in for a treat because on November 29th, I am running a LIVE online workshop called “Plan Your Ideal Freedom Year!”. I will personally walk you through my step by step process to have your ideal year, including how to: SET YOUR VISION FOR 2018 and plan out your entire year so you prioritize what matters - we will map this out real-time together and I'll show you behind the scenes of how I plan out my year. MAP OUT YOUR QUARTERLY, MONTHLY and WEEKLY ACTIONS based on your annual goals and the calendar so you know exactly what to do to achieve amazing results in your business in 2018! Take your big vision and plans for 2018 and put them into your OWN CONTENT, MARKETING and EDITORIAL CALENDAR so you feel focused and in control - I'll show you my calendar as a real example of what's possible. Learn my 6 STEP DAILY SUCCESS PLAN to become more productive in a week than you are in a year - no seriously. PLUS you'll learn the key questions EVERY entrepreneur should be able to answer to get you fully prepared to get the most out of this course and your year ahead. BONUS #1: You'll get my awesome Content, Marketing and Editorial Calendar template to use to plan out your amazing year. BONUS #2: You'll get follow up access to the recording of this workshop, broken down into a micro course to work through at your own pace, at any time, as well as a PDF summary handout. Want reliable hosting for your blog and website at 50% off? HostGator allows you to run your business from anywhere, at anytime, with their 99.9% uptime guarantee. HostGator won't take up any room in your suitcase, but will still be there for every step of your adventure with their 24/7/365 live support. Thanks to their 24/7 – 365 days a year live support – which you can get via chat, phone and email – any and all questions you have can be answered in no time at all. HostGator has partnered with me to help my listeners get started. Click the link below to get 50% off any shared hosting plan. Visit https://www.hostgator.com/quest   See acast.com/privacy for privacy and opt-out information.

Goal-setting can support your recovery from back pain and lead you to a better quality of life. Part 2 of this episode shows you proven techniques that help you in achieving what you aim for. + download your personal goal-setting sheet for free!!! Get your free Personal-Goal-Setting-Sheet here   Part 1 was about what you should aim for in your recovery:  Increasing physical activity1,2,3,4 improving sleep quality4,5 managing stress4,6  Now let´s dig in how goal-setting can help us in achieving that.  In their Article from 2002 Edwin Locke from University of Maryland and Gary Latham from Univerity of Toronto sum up the evidence about what science knows about the mechanisms of goal-setting.7 Goals affect performance through four mechanisms: direct attention and effort energizing function goals affect persistence, hard goals prolong effort (important for us, recovery process is a long term comittment) goals affect action indirectly by leading to the arousal, discovery, and/or use of task-relevant knowledge and strategies   To sum it up: "Effects of Goal-Setting are very reliable. Goal-setting theory is among the most valid and practical theories in organizational psychology."7 Those with high specific goals reach higher performance than those who tried to do their best. It´s not always that easy and we will talk about what research tells us, what is important in defining goals that help reaching higher performance. And thats exactly what we are looking for.   They further conclude:7 a goal should be specific, proximal goals should be added, proper use of learning goals should be made. What does this mean?   A general goal would be: Increasing physical activity. A specific goal would be: Increase walking distance up to 20 min a day. Translated into a proximal goal: Walk 20 min every day for one week starting today. And you could also add a strategy: Walk 20 min every day, before a get into the car driving to work starting today, or getting out of the bus-stop one station before my destinantion and walk there. Be creative!   So thinking about activity: Set specific Goals. Add a proximal goal and add a strategy   Be clear about why you are doing this! You are not doing this right now to become instantly pain free, you want to increase physical activity, increase quality of sleep and manage stress because in the long run that is what you will benefit from and as aresult will increase your quality of life.   Start with something that you are confident to achieve.8 No doubt there should be some challenge within your set goals. Sucess in reaching your goals will feed your confidence and step by step you can start set higher goals for your self. Goal setting is also about self efficacy, which means confidence in that you can achieve your goals. So thats a reward on it´s own, and we need that in roder to go on with our recovery.   Goals lead to higher performance when people are committed to their goals and receive summary feedback. And there are several ways you can enhance commitment. Through factors that make goal attainment important for you First of all write your goal down. Put your Goals somewhere where you can see them, so that you stay focused and you reflect upon them. Having an accountability buddy helps in multiple ways. The announcement to another person will raise the importance of xour goals for you and if you hold a weekly conversation where you report about your progress or difficulties you will have a fixed time to reflect upon your situation and this feedback will enable you to find better strategies to overcome difficulties.    Resource Section: Goal-Setting-Sheet Get your free Personal-Goal-Setting-Sheet here Set your goals for each day and at the end of the day reflect on them. Did you made it? Great! If not reflect about the reasons for it. Can you think of any strategy how to achieve your goal the next time you will be in the same situation? Could you ask someone for help if it is a time problem? Any strategy is better than no strategy. And by trying out new things you probably will come along with better and better strategies that will work for you.   If you are short on time, make it a 5 min goal. Maybe some stretching, or mobilisation-technique that you already know that you can do before you go to sleep. Find more information at www.mybackrecovery.com    Literature: Sackett DL, Rosenberg WMC, Gray JAM, et al. Evidence based medicine: what it is and what it isn’t. 1996. Clin Orthop Relat Res. 2007;455:3-5. http://www.ncbi.nlm.nih.gov/pubmed/17340682. Accessed December 16, 2012. Manske RC, Lehecka BJ. Evidence - based medicine/practice in sports physical therapy. Int J Sports Phys Ther. 2012;7(5):461-473. http://www.pubmedcentral.nih.gov/articlerender.fcgi?artid=3474298&tool=pmcentrez&rendertype=abstract. Accessed December 16, 2012. Jette DU, Bacon K, Batty C, et al. Evidence-based practice: beliefs, attitudes, knowledge, and behaviors of physical therapists. Phys Ther. 2003;83(9):786-805. http://www.ncbi.nlm.nih.gov/pubmed/12940766. Accessed October 5, 2012. Hooten W, Timming R, Belgrade M, et al. Assessment and Management of Chronic Pain.; 2013. Pakpour AH, Yaghoubidoust M, Campbell P. Persistent and developing sleep problems: a prospective cohort study on the relationship to poor outcome in patients attending a pain clinic with chronic low back pain. Pain Pract. 2017:1-2. doi:10.1111/papr.12584. Morley S, Williams A. New Developments in the Psychological Management of Chronic Pain. CanJPsychiatry. 2015;6060(44):168-175. Locke E a, Latham GP. Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. Am Psychol. 2002;57(9):705-717. doi:10.1037/0003-066X.57.9.705. Bodenheimer T, Handley MA. Goal-setting for behavior change in primary care: An exploration and status report. Patient Educ Couns. 2009;76(2):174-180. doi:10.1016/j.pec.2009.06.001.  

Edwin Locke is the Dean’s Professor of Motivation and Leadership Emeritus at the University of Maryland.  He has published over 300 chapters and articles in professional journals on topics such as motivation, job satisfaction, incentives and the philosophy of science.  He is internationally known for his research on goal-setting. Goals are critical in helping us create change in our lives, and yet most people struggle to stick with the goals they set. In this conversation, you’ll hear Ed explain the importance of setting goals and what his 35 years of research has discovered about setting effective goals and why SMART goals may not be as smart as you thought they were. Connect with Edwin Locke: Website: http://edwinlocke.com You’ll Learn: [01:37] – Ed explains that life is a goal-directed process and if we remain passive in setting goals it’s unlikely we will thrive. [04:44] – Ed shares why people struggle with goals.   [06:14] – Ed explains why we should be setting difficult goals for ourselves. [07:08] – Ed describes the difference between a performance goal and a learning goal.   [09:18] – Ed explains why SMART goals are incomplete.   [10:55] – Ed shares the power of goal hierarchies and how to avoid goal conflicts. [12:16] – Ed reminds us that it’s important to set goals for your own life and not setting goals to “show off” or goals based on someone else’s life. [13:45] – Ed explains why “emotional intelligence” is over-rated for leadership. [15:00] – The Lightning Round with Ed Locke Your Resources: American Psychologist Article – Building A Useful Theory  Of Goal Setting & Task Motivation Selfish Path to Romance: How to Love with Passion and Reason – Edwin Locke and Ellen Kenner New Developments in Goal Setting and Task Performance – Edwin Locke and Gary Latham Thanks for listening! Thanks so much for joining me again this week.  If you enjoyed this episode, please share it using the social media buttons you see at the bottom of this post.   Also, please leave an honest review for the Making Positive Psychology Work Podcast on iTunes. Ratings and reviews are extremely helpful and greatly appreciated. They do matter in the rankings of the show, and I read each and every one of them. You can also listen to all the episodes of Making Positive Psychology Work streamed directly to your smartphone or iPad through stitcher. No need for downloading or syncing. And finally, don’t forget to subscribe to the show on iTunes to get automatic updates. It’s free! Special thanks to Ed for joining me this week. Until next time, take care!

Podcast 584: The Selfish Path To Romance With Dr. Edwin Locke by Greg Voisen

Podcast 577: New Developments in Goal Setting and Task Performance with Edwin Locke PhD by Greg Voisen

"Are habits better than goals?" This is a semi-crazy meme that Martin wrote about last week (here). In this episode, Martin elaborates on the idea that these are equal and complementary components when it comes to goal achievement. Then he shares a bit of a surprise— just how far back this realization actually dates. The short story is that goals properly set (with significant motivation to achieve them) illuminate the ideal behaviors/habits one needs to foster.  And, using The Habit Factor's method of habit development, P.A.R.R. (Plan, Act, Record & Reassess) one is able to develop habits more quickly. Then, Martin shares a quick example and reviews a little "Goal Setting Theory" and a man named Edwin Locke (you likely know him via his SMART goals system). Enjoy the episode ; ) Quick note of thanks and request: If these short episodes are helpful and provide value please share a review on itunes to help others find the show!  Subscribe Don't miss a single episode. Subscribe to the podcast to get each episode sent directly to you.    Resources GOAL Setting -Wikipedia (Something is missing ; ) The Habit Factor Article "Are Habits Better Than Goals? Are Goals Bad?" The Habit Factor app The Habit Factor template The Habit Factor book Big Brothers Big Sisters  

Mike & Billy receive a LIVE report from the Irish Open from Dan with GolfCentralDaily.com.  Joining Mike & Billy in the first hour of the show is Bob Skura, Author of "How Great Golfers Think" and "Peanuts, Pianos & Pavlov's Dog.  Check out his website at www.howgreatgolfersthink.com. Background Bob Skura Bob discovered the secrets to the mental game of golf in response to failure. He had ambitions to play professionally but a stint on the Canadian tour didn’t turn out as planned. He was 21 at the time, and like most golfers, was perplexed by why he could shoot the lights out one day and hit it sideways the next. So Bob sat down and took stock of his attributes. First he wondered if his physique was the problem. There were players on the Tour who were taller, smaller, heavier and lighter than Bob. They were making a great living at it, so he eliminated body type as a factor. Then he wondered if his mechanics were good enough. Some players like Anthony Kim swing perfectly on plane, but others like Jim Furyk and Kenny Perry have unorthodox styles, yet still manage to win big money. So Bob concluded that swing mechanics alone don’t determine a golfer’s success. Finally Bob considered his equipment and training. But he realized that all of the money he had spent over the years on drivers, utility clubs, books, videos and swing aids had done more to make his basement look like a golf warehouse than help him lower his scores. So Bob concluded that the secret to making those days of stellar performance a more frequent occurrence wasn’t based on anything he could do physically. The answer had to have something to do with what was going on between his ears. Intrigued by these observations, Bob began reading all the psychology literature he could find on human performance, hoping to uncover secrets to the mental game. For many years he studied the ideas of more than 100 renowned psychologists like Maria Montessori (childhood education), Mihaly Csikszentmihalyi (Guru of Flow), D.H. Meichenbaum (SIT Stress Inoculation Training), Lev Vygotsky (function of language in human development), Edwin Locke and Gary Latham (goal-setting), and Albert Bandura (self-efficacy). As a result Bob came to realize that our mental skills – how we think, talk and play – are as fundamental to success in the mental game of golf as grip, posture and alignment are to the physical game. Click here for the Deal of the Week courtesy of Golflandwarehouse.com use promo code "GTR" for BIG discounts! Thank you to our GTR Partners please visit their sites and support the businesses that support GTR! Slickstix Avila Beach Golf Resort Blacklake Golf Resort Golflandwarehouse Avila La Fonda Hotel Inn at Avila Beach Email Mike and Billy at info@golftalkradio.com with questions, comments or whatever