What's Realistic And What Is Not?

Set goals and objectives – this is generally what is hoped to be achieved in the long term by setting out short term and specific achievements to contribute to that goal

its goals are, how its goals continue to be accomplished, what specific setbacks are remedied from it and how others feel about it.

goals are likely to be met.  They are benchmarks in the process of a project that indicate

Agreeing goals. This should be again the decision of the service user and what they want to see as their goals. If it is the service user that is making the goals they will make an effort to achieve them. If they feel they are working towards goals that they do not understand or don't even want, then they won't make an effort to achieve them or work towards them.

There are OBJECTIVES where we can identify what we want to be able to do or to do better.

They must be specific, measurable, supported, and achievable. These goals will be motivators for the immediate time to come. Unobtainable goals are discouraging and provide no real way to achieve company goals.

Developmental goals must be clearly defined. They must also be reasonable and attainable contributing to overall short and long term career objectives.

Those goals are the Triple Aim’s “cost, quality, and access”. The Triple Aim components are not independent of each other. Changes pursuing any one goal can affect the other two, sometimes positively or negatively.

Each of the targeted or hopeful goals has specific information in regards to the primary goal.

Being realistic is not making any false hope while being optimistic or dreaming too high sets you up for failure. We all know what we can achieve and trying to go past our limits often results in disappointment. For instance, I’ve had friends frequently pushing themselves too hard when it comes to sports. They either practice too hard or too much. One friend specifically practiced on a regular basis much more than she could handle, which caused her to burn herself out and end up with an injury that ended up making her have to rest and leaving her far behind in the long run. As a consequence to her ignorance

There is three phase to goal-setting strategies (planning, implementation, and evaluation). The goal-setting program will be useful if the process is thoroughly carried out. For example, identifying the action and measuring the progress of each goal. The implementation portion will be to monitor the progress of each goal. The goals will change with time as an individual digest the goal itself. Lastly, receiving feedback from others, such as friends, colleagues, and family help improves the target strategy. Goal-setting creates a focus of attention and action by identifying what an individual vision of his or her life (Rohn, 2015).

Stakeholders will have several goals to fulfill to accomplish this mission. The goals will allow the stakeholders to complete the project on time, within budget, and with few problems, while providing milestones for a successful project. These goals are:

The two SMART goals as discussed by Kinicki and Williams (2013), that I feel apply in the text that is described and based on the text about GM include:

Most of the time, people with big dreams are not satisfied with themselves because they are not living the life they wanted to. For example, most artists in restaurants tend to start small. They start on streets, get gigs at restaurants and wait their entire lives to get signed by a record label; however, they usually never get any farther than performing for a small crowd on the weekends which will cause disappointment among themselves.

Set an ambitious but not overly optimistic target completion date, according to resources invested and management’s targets. In case of delays, readjust target completion date.