01+-+Goal+Setting-3

[Audio] © Copyright 2020, Universal Coach Institute, LLC, All Rights Reserved www.universalcoachinstitute.com Goal Setting, page 1 GOAL SETTING.

. . . © Copyright 2020, Universal Coach Institute, LLC, All Rights Reserved.

[Audio] © Copyright 2020, Universal Coach Institute, LLC, All Rights Reserved www.universalcoachinstitute.com Goal Setting, page 3 Contents Goal Setting ................................................................................................. 4 Goals ............................................................................................................. 5 Types of Goals ............................................................................................. 6 Outcome-Based Goals ........................................................................... 7 Behavior-Based Goals ............................................................................. 7 Be the Change ......................................................................................... 8 Examples of Ways of Being ................................................................... 10 Embody the Characteristic ................................................................... 11 Combining Outcome-Based Goals, Behavior Based Goals and Being the Change ............................................................................................... 12 How to Set SMART Outcome-Based Goals ............................................ 14 How to Set Behavior-Based Goals .......................................................... 15 How to Set SMART Behavior-Based Goals ............................................. 16.

[Audio] © Copyright 2020, Universal Coach Institute, LLC, All Rights Reserved www.universalcoachinstitute.com Goal Setting, page 4 GOAL SETTING An essential step and competency in coaching is helping clients to create goals and action steps. As coaches, we must promote our client's autonomy and work with them to transform learning and insight into action. This means coaches should: • Work with the client to integrate new awareness, insight or learning into their worldview and behaviors • Partner with the client to design goals, actions and accountability measures that integrate and expand new learning • Acknowledge and support client autonomy in the design of goals, actions, and methods of accountability • Support the client in identifying potential results or learning from defined action steps • Invite the client to consider how to move forward, including resources, support, and potential barriers.

[Audio] © Copyright 2020, Universal Coach Institute, LLC, All Rights Reserved www.universalcoachinstitute.com Goal Setting, page 5 GOALS A goal is the what. The action plan is how. Long term vs. short term goals: Short term goals, also known as small action steps, are goals to help assist you in getting to the long term goals. Thus the long-term goals are based on the client's vision of their personal or professional life and short-term goals based on the long term goals. Example: Client's vision: Successful Business Short term goal # 1: Extend network to include successful entreprenuers and learn from them. Short term goal # 2: Work with a marketing expert to create an effective and manageable plan. Short term goal # 3: Create 2 new products to sell to existing customers. Long term goal: Earn over $ 250,000 annually..

[Audio] © Copyright 2020, Universal Coach Institute, LLC, All Rights Reserved www.universalcoachinstitute.com Goal Setting, page 6 TYPES OF GOALS When we think of goal setting, we usually think of goals that envision a specific outcome. Some examples include: • Lose 20 pounds. • Increase income by 10%. • Buy a larger house/newer vehicle. • Run a marathon. • Save money for college. Of course, these are just a few of the more common goals that people set for themselves. But what if we based our goals on changing behaviors instead of obtaining a specific outcome? Could we modify or completely change behaviors that would lead us to the desired outcome quicker, healthier, and with less stress? Some experts certainly think so. Many times, when we set goals, we focus on the negative, i.e., what we don't want rather than what we do want. Behavior-based goals focus more on the behaviors we want to strengthen rather than the negative actions we want to remove. In strengthening the positive behaviors, we change the way we act and react in many situations – not just situations surrounding a goal that is outcomebased. The ripple effect of creating more positive behaviors in our lives is widereaching, affecting far more than just what we may have had in mind when creating the goal. Many businesses today are focusing on behavior-based goals rather than outcome-based goals because of this ripple effect. Smart companies know that when behavior changes for the positive, the employee is happier not only at work but in their personal life and family life as well. A happier employee is a more productive employee. So managers are learning to integrate behavior-based goals at each employee review. This type of goal-setting isn't seen just in the office, either. Personal trainers, life coaches, psychologists, therapists, and so many other professions are adding behavior-based goal setting to their repertoire of techniques. This helps those in these industries to help their clients reach success, whatever that may mean to them..

[Audio] © Copyright 2020, Universal Coach Institute, LLC, All Rights Reserved www.universalcoachinstitute.com Goal Setting, page 7 Goals that change behaviors can be seen as a kind of intermediate goal that helps one achieve outcome-based goals easier, faster, and with more residual positive effects. A positive behavior that is strengthened in order to reach a goal is going to be strengthened in every situation where that behavior is utilized. Outcome-Based Goals Outcome goals represent the desired result that you plan to achieve. They focus on the outcome of your actions, rather than how you feel about performing your tasks. Outcome-based goals tend to be easier to quantify. You can count how much weight you lose, and you can keep track of how much money made you made in your business. For this reason, most people focus on making outcome-based goals. After all, your progress is so much simpler to quantify. Long-term Goals: how you envision yourself after being successful in making all of your desired changes. • "I want to be 125 lbs." Short-term Goals: where you plan to be at set points between your baseline (start point) and your ultimate desired result. • "I want to lose 5lbs a month." Behavior-Based Goals Behavior-based goals are changes you make to how you act. For instance, handling stress better, being nicer to others, and spending less time procrastinating are all examples of behavior-based goals. They focus on how you personally feel and behave, rather than just looking purely at the outcome of your actions. Behavior-based goals play into outcome-based goals, but they aren't the same. When you change how you think and feel, often, you'll notice a change in results. But that's not the focus; it's just a pleasant side-effect. In order to make behavior-based goals, you'll need to reflect on how you feel when you're completing a certain task. Do you get snippy with coworkers in the mornings, or feel tired when you're trying to meet a deadline? Focusing on the.

[Audio] © Copyright 2020, Universal Coach Institute, LLC, All Rights Reserved www.universalcoachinstitute.com Goal Setting, page 8 way you feel when you aren't performing well, then making a concrete effort to change can help to make you more pleasant and productive. Long-term Goals: how you envision yourself after being successful in making all of your desired changes. • "I want to be 125 lbs." Short-term Goals: the new behavior, that will turn into a habit, and will eventually help you reach your ultimate desired result. • "I will stop eating before I get full." Be the Change Instead of waiting until you have achieved the goal, you must first BE, which will help you DO, which will allow you to HAVE. "You've got to be before you can do, and do before you can have." – Zig Ziglar Here's the basis of how BE, DO, HAVE works… To accomplish something great, we need to break it down into individual steps. 1. BE ( Qualities or Characteristics) 2. DO ( Behavior-Based Goals) 3. HAVE (Outcome-Based Goals) Usually, when we come up with a goal or a dream or aspire to achieve something great, we jump straight to the 3rd stage, which is HAVE. We say, "I want to have new beliefs," "I want to have good health," "I want to have a multi-million dollar business." Or "I want to start a coaching business, but I don't HAVE money. Therefore, I will not start my coaching business until I HAVE money." "I want to start a coaching business, but I don't HAVE the confidence. Therefore, I will not start my coaching business until I HAVE more.

[Audio] © Copyright 2020, Universal Coach Institute, LLC, All Rights Reserved www.universalcoachinstitute.com Goal Setting, page 9 confidence." Notice these statements are all focused on the "HAVE." Then we get really focused on what we need to DO ( behaviors) to get what we want to HAVE. But we can't live in this headspace too long. In order to accomplish our goals, we have to go back to the first step of the BE DO HAVE model. BE - The first question we must ask ourselves is, "Who do I need to BE (or become) to have that goal?" You have to get a little bit self-reflective here and ask yourself who are you today, versus who you need to become to have that thing. If your goal is to have a coaching business with 10 active clients, and you are currently BEING inconsistent, then you need to BE consistent. This is a very interesting question to ask. Being committed should always be at the top of the list. Not everyone who wants to BE successful in life is prepared to be committed and give up the things that hold them back. This causes an internal identity conflict and sabotages your progress towards your goal..

[Audio] © Copyright 2020, Universal Coach Institute, LLC, All Rights Reserved www.universalcoachinstitute.com Goal Setting, page 10 Examples of Ways of Being • Be committed • Be a listener • Be a person of self-integrity • Be authentic • Be confident • Be consistent • Be decisive • Be determined • Be devoted • Be diligent • Be efficient • Be fearless • Be goal-oriented • Be grateful • Be inspiring • Be motivating • Be noble • Be optimistic • Be progressive • Be realistic • Be reliable • Be responsible • Be visionary.

[Audio] © Copyright 2020, Universal Coach Institute, LLC, All Rights Reserved www.universalcoachinstitute.com Goal Setting, page 11 Embody the Characteristic Ask and write: What does this quality or characteristic look like to you? Think of a time you had to do something, and you did it effortlessly with this characteristic. • How did you feel? • How was your body posture? • What were you thinking? • What did you do? • How did you exude that? Think of someone you know (famous or non-famous) who embodies the characteristic. How do they exude that? Vision it. Embody it. Be it DO ( Behavior-Based) - Once the new way of being has been created, possible courses of actionable behavior change begin to occur to us, and we are powerfully called into action, propelling us into the future and to achieving our outcome-based goals. HAVE (Outcome-Based) - When you figure out the first two questions around BE and DO, the final HAVE will sort itself out. You already know what you want to HAVE. It's just a matter of BECOMING the person that already HAS what you want and DOING the things that you need to do, to HAVE what you want. BE. DO. HAVE..

[Audio] © Copyright 2020, Universal Coach Institute, LLC, All Rights Reserved www.universalcoachinstitute.com Goal Setting, page 12 Outcome-Based Goal (Long-term Goal): how you envision yourself after being successful in making all of your desired changes. • "I want to be 125 lbs." Behavior-Based Goal (Short-term Goal): the new behavior, that will turn into a habit, and will eventually help you reach your ultimate desired result. • "I will stop eating before I get full." Be the Change (Right now): the characteristic that will assist in implementing the new behavior. • "I will be committed; I will be a person of self-integrity; I will be realistic." COMBINING OUTCOME-BASED GOALS, BEHAVIOR BASED GOALS AND BEING THE CHANGE The easiest way to demonstrate the incredible effectiveness of behavior-based goals work when used in tandem with outcome-based goals and BEing is to give you a short narrative of someone utilizing all three. To that end, let's say we have a man named Dan, who owns his own business and wants to secure three or four new clients each month in order to increase his business revenue. Up until recently, Dan has relied heavily on word-of-mouth for advertising, and he's done okay. Dan meets with a coach and learns in order to step it up a notch; he'll have to do things he's not very comfortable doing – things like attending networking events and cold-calling on businesses. Doing things that he's not used to doing will call into play his self-discipline. Dan is also aware that he is going to need to do these things repeatedly and consistently in order to secure the new business that will grow his business. For Dan, the fear of keeping his business at the same level, year after year, is more painful than stretching his skills to do the things he needs to do to secure that business growth..

[Audio] © Copyright 2020, Universal Coach Institute, LLC, All Rights Reserved www.universalcoachinstitute.com Goal Setting, page 13 In this situation, business growth is the quantifiable outcome-based goal. Increasing self-discipline and consistency are two of Dan's behavior-based goals. The outcome-based goal is the end-all-be-all goal. It's the prize possession, the pot of gold at the end of the rainbow. But the habit-changing behavior-based goals are what will ensure Dan gets to the end of this particular rainbow (and beyond). Therefore, by working with his coach, he knows that he has to BE the type of person who will implement these new behaviors. He has to BE self-disciplined and BE consistent. By strengthening his own self-discipline practice, and learning to do things over and over again in a more consistent manner, he can accomplish things like attending networking events and giving out handshakes and business cards. He'll be able to sit down at his phone, and cold call businesses who likely need his services, and set up meetings with decision-makers. By combining the outcome-based goal with a few behavior-based goals, Dan has a much greater chance of actually achieving all of these. In turn, he will have developed his positive habits and skillsets, and that will serve him not only for this particular goal but in many different areas of his life, for many different goals. Hopefully, this short narrative will have shown you the beauty of combining these valuable " goal-setting and achieving" techniques. Utilizing them both, your chances of success are much greater than using one of them alone. Be – Self-Disciplined and Consistent Do – Attend events and cold call Have – Business growth.

[Audio] © Copyright 2020, Universal Coach Institute, LLC, All Rights Reserved www.universalcoachinstitute.com Goal Setting, page 14 HOW TO SET SMART OUTCOME-BASED GOALS When you're discussing goal setting, SMART has nothing to do with your intelligence. (But it is smart to use this technique!). SMART is actually an acronym that represents the five necessary facets of setting goals, and if even one of them is omitted, your goals will be much harder to achieve. So let's get into what SMART really means! Specific: What will you do? Use action words Measurable: How much, how many? Attainable/Achievable: Is it within your capability and control? Relevant: Is it in line with your personal vision? Time-bound: When will you achieve this by? Examples: I want to have over 25 active business accounts generating over $ 100K by December 31, 2021. I want to have signed 10 clients to my coaching practice by December 31, 2020. I want to lose 30lbs by November 30, 2020..

[Audio] © Copyright 2020, Universal Coach Institute, LLC, All Rights Reserved www.universalcoachinstitute.com Goal Setting, page 15 HOW TO SET BEHAVIOR-BASED GOALS With behavior-based goal setting, the intention is to create positive change in your habits, or behaviors, which will increase your chances of achieving your outcome-based goals. You can think of behavior-based goals as a mid-point, or stepping stone, on your way to your ideal outcome. By creating and practicing positive habits until they become second nature, you increase the likelihood of achieving your end goals. But there is an unintended positive consequence of doing this! You see, while you're changing your behaviors, you'll also be utilizing those newly-cemented positive habits in many different areas of your life – some having nothing at all to do with your end goal! And this is the beauty of learning to utilize behavior-based goals alongside outcome-based goals. Create the larger outcome-based goal first. Then ask yourself, "What positive habits will I need to create in order to increase my chances of achieving this goal?" The answer to that question will be your new behavior-based goals! To demonstrate the technique, here is an example. Anna wants to lose thirty pounds. Losing the weight is her larger, outcome-based goal. She meets with a coach and comes to an awareness that in order to lose the weight and keep it off, she needs to change habits that are preventing her from doing this. She sees that she needs to create new habits around consistency, discipline, and learning not to get overwhelmed. Anna works with a coach on these three new habits and creates an action plan that she will implement to create positive habit changes that meet these interim behavior-based goals. A few months later, Anna has lost the thirty pounds but has also created stronger positive habits that will stay with her for the rest of her life..

[Audio] © Copyright 2020, Universal Coach Institute, LLC, All Rights Reserved www.universalcoachinstitute.com Goal Setting, page 16 HOW TO SET SMART BEHAVIOR-BASED GOALS S – Specific While behavior-based goals can be harder to quantify than outcome-based goals, by focusing on the specific behaviors that need development or strengthening, we can see that clearly defining these behaviors is possible. For instance, "I will close or turn off all electronic notifications while working on this project," is basically stating that the habit of becoming distracted will be curbed in order to achieve more productivity. M – Measurable To be effective, the road towards achieving a goal must be able to be measured. In the example in the above paragraph, the measure would be how much more of the project, one is able to accomplish by turning off all electronic notifications. A – Attainable You want your behavior-based goal to be attainable, i.e. not so overwhelming that you start out feeling as if you can't do it. That defeats the entire purpose of the exercise. Start off with smaller goals that you know you can achieve, such as positively changing one single habit, and focus on doing that consistently before attempting to change other habits. Build on these small successes, and before you know it, you'll be achieving your big goals, as well! R – Realistic Set yourself up for success right from the beginning by setting goals that are realistic to your personality and your lifestyle. Changing your behaviors to achieve a goal will never work if you aren't realistic about who you are, what you're capable of, and what you're willing to do. Start with easy behavior changes that are easy for you to accomplish and fit your lifestyle and personality. Once you've mastered those, you can ramp up to changing behaviors that might be more challenging to you..

[Audio] © Copyright 2020, Universal Coach Institute, LLC, All Rights Reserved www.universalcoachinstitute.com Goal Setting, page 17 T – Time-based Giving yourself a time limit on achieving a specific behavior change can often spur more action toward that goal. But there's a fine line between too little and too much time. Changing behavior patterns often takes time, so make sure that you've accounted for this. By utilizing the SMART acronym when setting behavior-based goals, you'll find yourself much more likely to achieve them, and have measurable ways to check your progress!.