What is BHAG: Big Hairy Audacious Goal? Understand With Examples

Remember in childhood how we dreamed about our future, like I would become a pilot and fly around the globe, or be a doctor and save lives, become an engineer and build marvels? These were our audacious and fascinating goals, and we were thinking ahead of time and imagining our desired success, right? All these thoughts are our BHAGs- Big Hairy Audacious Goals which we dreamt of 10-15 years ago and worked to achieve. Similarly, every company that wants to achieve high sets its BHAG guided by its core values and purposes. BHAG is a goal-setting framework that focuses on ambitious, realistic goals outside the comfort zone and well-agreed-upon to achieve. By the end of this blog, you will understand big hairy audacious goals thoroughly and know how BHAGs can align the company’s vision to accomplish its long-term goals. So let’s get started!

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What is BHAG: Big Hairy Audacious Goal? Understand With Examples
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What Is a Big Hairy Audacious Goal (BHAG)?

A Big hairy audacious goal is a clear and compelling long-term goal (at least ten years) that an organization tries to accomplish. It is an ambitious goal that can seem impossible to achieve initially, but the target becomes achievable with persistent hard work and dedication. The term BHAG came from the book by Jim Collins and Jerry Porras, ‘Built to Last: Successful Habits of Visionary Companies,’ which states that visionary companies have clear and audacious goals to stay focused and motivated. It is pronounced as ‘bee-hag.’ A BHAG acts as a north star for the company to stay on track, guiding it toward its goal. In a nutshell, a big hairy audacious goal is an ambitious goal that a company is willing to take risks to achieve it. One of the most potent examples of BHAG is President Kennedy’s 1961 famous declaration: “This nation should commit itself to achieving the goal, before this decade is out, of landing a man on the moon and returning him safely to earth.” The outcome, of course, was a historic moon landing in 1969.

Understanding BHAG, a top goal-setting framework

Big Hairy Audacious Goal is a long-term goal-setting framework with many loose ends that a company might not have all the answers to initially but aspire to fulfil with its willingness to continuously take bold and daring steps. A big audacious goal gets you to think out of the box and aim higher. They are much larger than a company’s Key Performance Indicators (KPIs) and Objectives and Key Results (OKRs) and help employees take long-term goals seriously. Big hairy audacious goals help to focus an organization’s efforts around a big goal that inspires everyone to work hard to make it come true.

An excellent example of a big audacious goal of an IT company can be ‘Become the world’s leading IT services provider.’ This goal cannot be achieved in a year or two; it would take a decade or more and is very ambitious and driving.

A good BHAG should be specific, measurable, achievable, realistic, and time-bound (SMART). You can also use the SMART goal framework to create your audacious goal.

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The four types of Big hairy audacious goals

BHAGs are long-term, audacious goals. There are four types are: target-oriented, competitive, role model, and internal transformation.

Target-oriented BHAGs

Big Hairy Audacious Goals that you’re aiming to achieve within a specific time frame (at least ten years). It should be big enough to inspire the whole team and encircles the company’s goals and values. Target-oriented goal examples

Boeing – establishing Boeing as a major player in the commercial aircraft industry after WWII.
Microsoft – to put “a computer on every desk and in every home.”

Competitive BHAGs

Understand your competition and plan to do better. Establish a competitive big hairy audacious goal to overpower your competitor and establish authority in the sector. This would unite your team against your competitor, motivate them to work more efficiently to beat them and establish the company as the market leader. Competitive goal examples

Nike – ‘Crush Adidas (1960)’
Honda – ‘Yamaha wo tsubusu! We will destroy Yamaha!’ (1970)

Role model BHAGs

You do not require to create a unique big hairy audacious goal; make a role model who is an industry leader outside your immediate competition and aspire to emulate the traits of that company. Understand what made them successful, get inspiration, and establish excellence in your industry. Role Model goal examples

Giro Sport Design – Become Nike of the cycling industry
Stanford University – To become the Harvard of the West

Internal transformation BHAGs

Understand your company’s vision and goals that you want to fulfil; if your current strategy is not working, create your big hairy audacious goal by pivoting the business strategy. Then, focus internally on your transformational change. It would require a solid change management process and would be difficult as it could lower the team morale. Internal transformation goal examples

Netflix – switching from DVD mailing to the world’s first streaming platform.
Best Buy – transition from an exclusively in-person shopping experience to becoming a digital leader in technology.

WHY does a company require BHAG?

BHAG is an ambitious long-term goal requiring risks and a 50-60% probability of success but drives the company’s growth. It can energize management and employees, motivate the organization to reach its full potential, and separate the company from its competitors. In addition, a Big hairy audacious goal is an emotional tool to energize the team and make them work hard to achieve it. Moreover, a big hairy audacious goal also acts as a goalpost for planning, so companies don’t get fixated on achieving a goal too soon. Instead, they can continuously aim higher and higher with the goal in mind. Eventually, a big audacious goal helps companies stay focused and determined on achieving greatness rather than bogged down by short-term goals.

How to setup a great Big Hairy Audacious Goal

The goal should be challenging to complete and require many bold and risky decisions, but it should also be realistic.
A great BHAG is always clear, accurate, and compelling that does not require any explanation.
A BHAG should dare the management and employees to work more efficiently to achieve it.
It should be aligned with the company’s existing goals and purposes.

Let’s see Meta’s (Facebook) BHAG:- “make the world more open and connected” and “give everyone the power to share anything with anyone.”

These goals are very clear and measurable and require more than a decade to achieve the end goals by overcoming zillions of challenges.

BHAG examples

Over the years, many companies have set up their BHAGs some of them accomplished them with persistent efforts from the management and the employees. Below are some of the examples:-

Google – “organize the world’s information and make it universally accessible and useful.”
SpaceX – “enable human exploration and settlement of Mars.”
Walmart – “Become a $125 billion company by the year 2000.”
Amazon – “Any book, in any language, available in less than a minute.”
Tesla – “To accelerate the world’s transition to sustainable energy.”
Airbnb – Create a world where anyone can belong anywhere.
Spotify – To unlock the potential of human creativity

Conclusion

BHAG (bee-hag) is an audacious long-term goal (at least ten years). Jim Collins and Jerry Porras coined the term in their book ‘Build to Last.’ BHAG goal setting framework is aligned with the core vision and values of the company and drives it to long-term success based on its set goal. Big hairy audacious goal is a clear and compelling goal that inspires the company management and employees to take risks and make bold decisions to achieve higher and fulfill its goals. Throughout the blog, we have covered big hairy audacious goal thoroughly with several examples and understood what it is, why it is required, and how to set up and achieve it.

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FAQs

Can a BHAG be a smart goal?

The SMART framework, which stands for Specific, Measurable, Achievable, Realistic, and Time-bound, is typically used for creating specific goals. However, it can also be applied to crafting an inspiring and challenging BHAG. Therefore, using SMART guidelines can help you develop a powerful big hairy audacious goal.

What are the 4 categories of BHAG?

There are four categories of big hairy audacious goal are: target-oriented, competitive, role model, and internal transformation.

What is the importance of Big hairy audacious goal?

A Big hairy audacious goal helps to align an organization or individual around a shared vision, provide a sense of purpose and direction, and inspire greater creativity and innovation.

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Understanding Persuasive Listening With 3 Real-Life Examples

Have you ever been in a discussion where you felt like you were not being heard? Or you’ve been on the other end, trying to get your point across, but the other person seems more interested in pushing their agenda. It can be frustrating and unproductive. That’s where persuasive listening comes in. It’s an assertive communication technique that can help you build stronger relationships, make better decisions, and achieve your goals. In this blog, we’ll explore the concept of persuasive listening and provide practical tips for incorporating it into your daily conversations. In addition, we’ll examine the critical skills required for persuasive listening and how to develop them. Whether in sales, management or just looking to improve your communication skills, persuasive listening can help you become a better listener and communicator. So, let’s plunge in and learn how to harness the power of persuasive listening.

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Understanding Persuasive Listening With 3 Real-Life Examples
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Understanding the persuasive listening meaning

Persuasive listening refers to actively listening to someone to understand their perspective and then using that understanding to guide the conversation toward a desired outcome or decision. It involves paying close attention to the speaker’s words, tone, and body language to gain a thorough understanding of their message and then using that understanding to effectively communicate and persuade them to take a particular action or adopt a specific viewpoint. This type of listening requires empathy, patience, and an open-minded approach to understanding the other person’s perspective.

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Persuasive listening Skills to become a better listener

As of now, you have understood persuasive listening meaning now you need to understand the communication skill you need to focus on for understanding and responding to the speaker in a way that helps build rapport, trust, and mutual understanding. In addition, these skills are used to persuade or influence others by actively listening to their ideas, opinions, and concerns. Skills such as;

Active listening: Paying close attention to the speaker’s words, tone of voice, point of view, and nonverbal cues to fully understand their message.
Empathy: Showing genuine concern and understanding for the speaker’s perspective, feelings, and needs.
Asking clarifying questions: To ensure you clearly understand the speaker’s message.
Reflecting and paraphrasing: Restate the speaker’s message in your own words to show that you understand their perspective and to confirm your understanding.
Acknowledging emotions: Recognizing and validating the speaker’s emotions, even if you don’t necessarily agree with their point of view.
Building on the speaker’s ideas: Responding to the speaker in a way that shows that you have heard their ideas and are willing to build on them to find common ground.

Overall, persuasive listening skills are essential for effective communication, building relationships, and achieving successful outcomes in both personal and professional contexts.

Persuasive listening techniques to work on to become a better listener

Persuasive listening is the art of listening with the intent to understand and influence others. It involves paying attention to verbal and nonverbal communication, asking open-ended questions, and showing empathy and understanding. To practice persuasive listening skills and become an effective communicator, you can follow persuasive listening techniques such as:

Active Listening: Active listening involves giving full attention to the speaker, acknowledging what they are saying, and asking clarifying queries to ensure you understand their message. This technique demonstrates your interest in the speaker and shows that you value their opinion.
Empathetic Listening: Empathetic listening involves understanding the speaker’s perspective from their point of view. This technique requires you to listen without judgment, show compassion and sensitivity to the speaker’s feelings, and respond in a way that shows you understand their emotions.
Reflective Listening: Reflective listening involves restating what the speaker has said in your own words to ensure that you have received and understood their message correctly. This technique demonstrates that you are actively listening and paying attention to what the speaker is saying.
Clarifying Questions: Asking open-ended questions can help clarify the speaker’s message and show that you are interested in what they have to say. This technique also encourages the speaker to provide more detailed information, which can help you better understand their perspective.
Mirroring: Mirroring involves matching the speaker’s body language, tone of voice, and pace of speech to create a sense of rapport and connection. This technique can put the speaker at ease and make them more receptive to your message.

By incorporating these techniques into your listening skills, you can become a more persuasive listener and build stronger relationships with those around you. Remember, listening is a crucial part of effective communication, and giving it the attention it deserves is essential.

Persuasive listening real-life examples: How it is effective in different professions

Salespeople

Salespeople are experts at persuasive listening. They actively listen to their customers to understand their needs and wants and tailor their sales pitch to address those concerns. In addition, they use active listening skills to empathize with their customers, which helps them build rapport and establish trust.

Therapists

Therapists use persuasive listening to help patients work through emotional or psychological issues. They listen carefully to their patient’s concerns and use their words and body language to convey empathy and understanding. By listening actively, therapists can build trust and help their patients feel heard and understood.

Politicians

Politicians use persuasive listening to connect with voters and build support for their political agenda. They actively listen to their constituents to understand their concerns and then use their words to convince them that their policies are in their best interest. As a result, politicians can build trust and establish a loyal following by demonstrating that they know their constituents’ concerns.

Conclusion

We have understood persuasive listening meaning, the skills required, and the techniques to flourish those skills to be an effective communicator. You can become an effective persuasive listener by practicing active listening, empathy, questioning, and acknowledging emotions. Persuasion is a valuable and in-demand skill; for more information about persuasion or other managerial skills such as leadership, decision-making, critical thinking, etc., you can sign up to Risely and develop a better understanding.

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FAQs

What are the 4 types of listening?

The four types of listening are:
1. Active Listening
2. Empathetic Listening
3. Reflective Listening
4. Claryfing Listening

How to use persuasive listening in the workplace?

To use persuasive listening in the workplace, actively listen to colleagues’ concerns and goals, acknowledge their perspectives, and seek to understand their needs. Then, tailor responses to address those needs and negotiate solutions.

What are the advantages of persuasive listening?

Persuasive listening can improve communication, build trust, and increase understanding. It allows the listener to identify the speaker’s needs, concerns, and goals and tailor their response to persuade and negotiate effectively.

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5 Critical Thinking Examples In The Workplace To Become A Better Manager

Have you ever played action-adventure video games like GTA or Tomb Raider? If you have, then you’ve already been practicing critical thinking skills! Every time you play one of these games, you get a mission and have to figure out the best way to complete it. Then, you evaluate the information and make decisions accordingly. This is exactly what critical thinking is- taking in information and making decisions based on that information. So next time you’re playing a video game, remember that you’re actually practicing a valuable skill! Everybody has to think critically at some point, especially when making decisions. As a manager, it’s essential to have strong critical thinking skills to succeed. Critical thinking involves identification, evaluation, analysis, problem-solving, and decision-making. In other words, it’s all about using your brain power to figure things out. And as a manager, you’ll need to do this daily. Whether dealing with a demanding customer or trying to develop a new marketing campaign, thinking critically will help you find the best solution possible. So, read this blog till the end, and you’ll be well on your way to becoming a more critical thinker – and a great manager! Let us start!

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5 Critical Thinking Examples In The Workplace To Become A Better Manager
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What is Critical Thinking?

The basic definition of critical thinking is the objective analysis and evaluation of an issue to form a judgment. It is about being actively involved in understanding and solving the problem. This means using your reasoning skills and questioning ideas and assumptions rather than simply accepting them at face value. As a critical thinker, you must be ready to look at all aspects of an issue and be open to the possibility that your initial assumptions may be wrong.

Leaders and managers who want to enhance their organizations can benefit from developing their critical thinking skills. Critical thinking allows leaders to analyze the potential outcomes of their decisions, considering both positive and negative consequences. This analytical approach helps leaders rise above the noise of assumptions and biases that can interfere with sound decision-making. Leadership coaching is an effective way to develop critical thinking skills. Coaches can provide guidance and exercises that help leaders learn how to identify and question assumptions, generate and evaluate options, and reach well-reasoned conclusions.

Importance of critical thinking for leaders

Critical thinking is crucial to career development and success in different industries and positions. For example, in management, where decision-making is associated with the daily functioning of an organization, critical thinking plays a crucial role. With good critical thinking skills, managers can solve complex problems independently and collaboratively, always striving for innovative solutions. In addition, improved critical thinking skills can establish oneself as an adept member of the organization and enhance the quality of life. In today’s dynamic work environment, where situations are often uncertain and ambiguous, critical thinking skills can make a difference between success and failure, both professionally and personally.

Understanding different critical thinking skills with examples

Critical thinking involves analyzing and evaluating information to make informed decisions or judgments. Here are some examples of critical thinking skills:

Analysis: The ability to examine information by breaking it down into parts and understanding the relationships between them, for example, analyzing a complex legal case by breaking it down into relevant legal concepts and examining how they apply to the case’s specific circumstances.
Evaluation: The ability to assess the credibility and relevance of information. For example, evaluating the quality of research by examining the methodology, data collection, and conclusions drawn to determine whether the study provides reliable and valid information.
Inference: The ability to draw logical conclusions based on evidence. For example, inferring that a person is lying based on inconsistencies in their story and other evidence such as body language.
Problem-solving: The ability to identify and solve problems using logical reasoning and, for example, developing a plan to reduce the carbon footprint of a manufacturing process by identifying the most significant sources of carbon emissions and developing strategies to reduce them.
Decision-making: The ability to make well-informed and thoughtful decisions. For example, deciding which candidate to hire by evaluating their qualifications, experience, and fit with the company culture. This requires weighing the evidence and making a thoughtful decision based on the available information.
Creativity: The ability to generate new and innovative ideas. For example, coming up with a new product idea that meets an unmet need in the market.
Communication: The ability to express ideas clearly and effectively. For example, presenting a persuasive argument supporting a particular policy proposal.

These are the primary skills to develop and refine to become an effective manager who can make better judgments and support the organization.

5 Critical thinking examples in the workplace

Critical thinking is a valuable skill in the workplace and can be used in many different contexts. Here’s an example of using critical thinking in a workplace setting:

1. Allocating Resources

Situation: As a manager, you have a limited budget and must decide how to allocate resources among different projects in your department. Each project has its merits and potential impact on the organization. Critical Thinking Approach: You gather information about each project’s goals, estimated costs, and potential returns. You evaluate the alignment of each project with the company’s strategic objectives. You consider the risks, resource requirements, and timelines for each project. Finally, you make a well-informed decision based on a balanced analysis of data and potential outcomes. Check out One stop Guide for Collaborative Decision Making at the workplace

2. Dealing with Employee Conflict

Situation: Two of your team members frequently clash, causing tension within the team and affecting productivity. You need to address the issue and find a resolution. Critical Thinking Approach: You don’t jump to conclusions or take sides immediately. Instead, you gather information by talking individually to both employees to understand their perspectives and concerns. You analyze the root causes of the conflict, considering personality differences, work styles, and project assignments. You then work with the employees to find common ground and implement strategies to improve collaboration.

3. Implementing New Technology

Situation: Your company is considering adopting a new technology solution to improve productivity and streamline processes. However, there are concerns about the cost, learning curve, and potential disruptions during implementation. Critical Thinking Approach: You thoroughly research the technology, considering its features, benefits, and potential challenges. You analyze how it aligns with your team’s needs and assess whether the ROI justifies the investment. You also consult with IT experts and other departments that have already implemented the technology to gather insights. Based on this critical evaluation, you make an informed decision on whether to proceed with the adoption.

4. Handling a Crisis

Situation: A major production issue arises unexpectedly, affecting the delivery of a critical project. As a manager, you must respond promptly to minimize the impact and find a solution. Critical Thinking Approach: You assess the severity of the crisis and its potential consequences. You identify the root cause of the issue and gather a cross-functional team to brainstorm potential solutions. You encourage open communication and creative thinking to find alternative approaches. You evaluate each solution’s feasibility and its short-term and long-term effects. Finally, you implement the most viable solution with a clear plan to prevent similar issues in the future.

5. Performance Evaluation and Promotion

Situation: It’s time for employee performance evaluations, and you need to decide who to promote to a leadership role within your team. Critical Thinking Approach: You don’t rely solely on past performance metrics but evaluate each employee’s skills, potential, and willingness to take on leadership responsibilities. You consider their ability to work collaboratively, mentor others, and adapt to new challenges. You also solicit feedback from colleagues and other managers to understand each employee’s abilities comprehensively. Based on this critical evaluation, you make a fair and well-justified decision on the promotion. Using critical thinking in these real-life situations allows you to make more informed, effective, and fair decisions as a manager, leading to better outcomes for your team and the organization.

How to Improve Critical Thinking Skills?

Critical thinking is essential for professional growth and is one of the most desirable and valuable skills. Critical thinkers are adept at understanding, determining relevance, recognizing inconsistencies, approaching problems systematically, and reflecting on their judgments. Building this skill helps in solving complex problems and navigating new roles. Adopting a disposition of curiosity, open-mindedness, and goal-oriented internalization is vital to improving your critical thinking skills. Form a habit of asking questions, formulating clear and concise questions, and seeking multiple perspectives before concluding. Continuously evaluate your thoughts and beliefs to test them against potential weaknesses and inconsistencies. Also, using a managerial coaching platform like Risely can help you boost your critical-thinking abilities. Sign up to Risely and become a better manager today!

Conclusion

Critical thinking is an invaluable skill set for any manager worth their salt. By learning to think critically, managers can develop better solutions, make more informed decisions, and improve their team’s performance. However, it’s important to remember that these skills take time to learn. Developing an analytical mindset, seeking multiple perspectives, and engaging in open-minded discussion takes time and practice. But if you’re willing to work, you can hone your critical thinking skills and become a better manager overall.

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FAQs

How do you show critical thinking?

Critical thinking is demonstrated by questioning assumptions, analyzing information objectively, considering multiple perspectives, identifying biases and fallacies, and reaching well-reasoned conclusions. It involves using logic, evidence, and sound reasoning to evaluate ideas and arguments and being open to changing one’s beliefs based on new evidence or insights.

Where can we apply critical thinking?

Critical thinking can be applied in various areas, such as problem-solving, decision-making, project planning and management, risk assessment, data analysis, and communication with colleagues and clients. It is also valuable in identifying and addressing potential issues or challenges, evaluating alternative solutions, and making informed and effective decisions that benefit the organization.

What is critical thinking’s role in the workplace?

Critical thinking is vital in the workplace by enabling employees to make informed and effective decisions, solve complex problems, and communicate ideas and solutions clearly and persuasively. It also helps employees to identify and evaluate potential risks and opportunities, analyze data and information, and think creatively and innovatively.

What are the benefits of critical thinking?

The benefits of critical thinking include improved decision-making, problem-solving, creativity, innovation, communication, and collaboration. It also enables individuals to identify and evaluate potential biases and fallacies in arguments, approach situations with an open mind, and adapt to change and uncertainty.

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Goal Pyramids: Building One Step at a Time

We love goal-setting, but when it comes to an actionable plan, everything gets spinny and gets messed up. Several times you must have set up goals and wanted to accomplish them in a specific time, you must have been very energized and excited when setting up your goals, but did you execute them the way you wanted to? Did you get the outcomes you desired? Many times, you were not able to put in even a single step to attain that goal, right? Don’t worry if all this is happening to you again and again; by the end of this blog, you will be able to understand the goal pyramid with examples, and you will be able to hit your missed targets next time. The Goal Pyramid is an all-in-one solution to all the difficulties faced while making an actionable plan to accomplish the set goals. It is one of the most efficient goal-setting frameworks to help you get more organized and work efficiently to achieve your target. Let’s deep dive!

What is a Goal Pyramid?

A goal pyramid is an actionable plan to achieve the set goals. It is a pyramid segmented into three parts; the top of the pyramid is the primary goal, i.e., the goal you want to accomplish after the complete process; it gives the general direction to long-term and short-term goals; the middle segment is for the long-term goals, these are the goals that would take you closer to your primary goal, and the last segment is for short-term goals. This three-segmented pyramid is the goal pyramid; it helps execute the plan to accomplish the goals and get the desired outcome by being organized and efficient. The goal pyramid is a great tool for managers when it comes to organising goals. It is an excellent way to get a plan of action together to achieve your goals. It would help you to measure and track your goals visually and keep them organized as long-term and short-term goals in a result-oriented approach to achieve the primary goal. For instance, you have a primary goal to increase the profitability of your business; the long-term goals integrated into the primary goal will be to build an efficient team, eliminate wasteful resources, acquire more customers, and more. In addition, you can set up several short-term goals to accomplish the long-term goals, such as hiring experienced people, increasing product sales, reducing product costs, running marketing campaigns, and more.

Understanding Goal Pyramid Template With Examples

At the top of the goal pyramid is ‘The Goal’ you want to achieve. The goal should be SMART (Specific, Measurable, attainable, relevant, and time-bound). To set the right goal, you need to know the ‘WHY’ behind it, such as the goal is:

To acquire more customers: Why do you want to acquire more customers? to get more business and earn more money.

To get a promotion: Why do you want to get promoted? So that you can challenge yourself more and earn better.

To start your own business: Why do you want to start up? Because you have a solution to a problem and understand the scope of the business.

So to set your goal, you need to get the answer to Why you need to achieve that goal; if you do not get any answer, then it is not the right goal to utilize your energy and resources. When your goal is set, it is time to put the long-term goals, which are more discrete and allow you to achieve primary goals. For example, if the goal is to start your own business, then the long-term goal for this could be like; Learning the basics of entrepreneurship, making a business model, building an online presence with an app or website(if required), and more. And in the bottom of the pyramid, we would have short-term goals that would drive the long-term goals and ultimately assist in accomplishing the primary goal. So for the same example of starting up, the short-term goals would be like; Understand the scope of the targeted market, get a course to learn business basics, learn different tools required to create the app or website, and more. The long-term goals would take weeks and months to complete, and within that period, you need to understand what short-term goals you need to achieve to reach your long-term goal. The short-term goals will drive the long-term goals, ultimately driving the primary goals. And with this wholesome approach of the goal pyramid, your primary goal is achievable to you.

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How can one set up a Goal Pyramid?

The goal pyramid is a powerful tool to help you clarify your objectives, better organize your thoughts, and develop an actionable plan to achieve your goal. The goal pyramid has three segments: short-term goals at the bottom that drive the long-term goals; and the long-term goals that ultimately lead to the primary goal. Setting up your goal pyramid is simple. Just think of a goal that would have a significant impact on your personal or professional life, something you really want to do, create, or experience. It could be a huge goal, an upcoming project, or anything else on your mind. For instance, as a manager, you might want to focus on developing your leadership skills this year, as it is among the fastest growing leadership development trends for 2023. Now, understand that goal, question why you need it to accomplish and how you can execute it, and set up a goal pyramid for that goal as discussed above. For starters, you have the primary goal of developing leadership skills. To do that efficiently, you can set up some long-term goals, such as “I will ensure optimum scores on Risely’s leadership skill assessments in the next three months.” Then, to achieve this long-term goal, you set some smaller short-term goals. In this context, an apt short-term goal would be devoting some minutes to daily training material, which is delivered at your convenience in bite-sized nuggets. Then, you will have your actionable plan ready for the respective objective. Sounds interesting right? Get started with your free 14-day trial now! The goal pyramid is a visual framework that helps us to break down the steps and identify what to prioritise. Because it allows us to measure and track our progress, it can be a really supportive tool for managers who stay committed to growth.

Conclusion

The goal pyramid is an efficient goal-setting framework that organizes all the goals and helms to accomplish the primary goal. The pyramid mainly has three segments; the primary goal at the top and the long-term and short-term goals at the middle and bottom, respectively. The goal pyramid makes an actionable plan to accomplish the targeted goal. For example, you can start setting short-term goals to reach long-term goals and then charging to the primary ones. Eventually, goal-setting is an excellent way of tracking your progress in achieving your dreams.

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