If your goal is to have a healthy body, for example, you might set a goal of losing 20 pounds by October 31st, 2010, or you might set a goal of reducing your soda consumption to no more than 8 oz per day by September 1st, or any other goal that helps you reach your definition of “a healthy body”. The exact goals you set will be very specific to you, and there is no “right” or “wrong” goal, just like there isn’t a “right” vision.

In a business context, your goal might be to improve effectiveness of your meetings, and the SMART goal could be something like: Have a clear agenda for each meeting 24 hours ahead of time and end each meeting on time and with a clear set of action items assigned to specific individuals with deadlines. Or: Have only one key issue per meeting, and keep meetings to under 1 hour. Or: Have meetings only when there is a need for discussion and decision-making or quick touch-base meetings, not just to “share” information better presented in writing. All of these are possible goals. The point is to make it specific to your image of what the goal looks like.

To start with, you need to get specific about what things would have to be present for you to feel you have attained your vision. If your vision is to have a healthy body, what does that mean to you? Is it about weight, body fat percentage, how fast you walk a mile, ability to touch your toes, how much you can bench press, how often you exercise, the kinds of foods you nourish yourself with, the measure of cholesterol or other blood chemicals? If your vision is to have effective meetings, what does that mean? Is it about wasting less time, enjoying meetings more, having fewer meetings, building accountability, increasing focus, or just about making clearer decisions in meetings? All of these are possible, and many many more. Sometimes it helps to close your eyes and place yourself in your vision and imagine how you will feel there, and what will have changed for you to feel this way.

Now that you have visualized it, what specific goals did you attain to feel that way? And how can you begin moving in that direction? If you have a specific business-related goal, what are some first steps you could take to work toward your vision?

While setting goals, it is important to remember to set Realistic goals (remember the “R” in SMART?). Too often, we set goals that are very ambitious, but perhaps too ambitious and when we are unable to achieve them as quickly as we planned, we feel that we have failed.

In order to avoid this feeling of failure, but still stretch yourself to push a little further than is “easy”, it is best to set yourself a series of smaller goals for the coming week or month. To stick with our health example, a set of first steps might be to have a physical, stop drinking sugary drinks, and start walking 30 minutes every day. While this might be possible, it might be challenging, so you might set a “minimum acceptable” goal of getting the physical, and walking at least twice a week for 30 minutes, and eliminating sugary drinks during the week. Finally, you might set a target somewhere between this minimum and your ideal, and aim for that. At least if you achieve the minimum, you will feel that you have made meaningful progress, and you may be able to do even more than that in the process.

For our business meeting example, you might start with small steps such as making a list of all the types of meetings you currently have, and identifying the purpose each is serving, and outlining which ones could be eliminated, which ones need to be improved, and what might need to be added. Your “minimum acceptable” goal might be to just have the list of current meetings and their purpose. And the target could be somewhere in between where you have the list of meetings and their purpose, and you identify which ones most need improvement. Again, you will at least be able to make the list, and feel you are “on the path” to making improvements, but also feel like there is some challenge in reaching for the middle and ideal targets.

If your goals are long-term, such a 1-2 year or more away, be sure to set up some interim goals. In most cases, it is hard to set a goal of getting a big promotion, getting married, changing your corporate culture or other multi-step challenges and achieve it in a couple of months, so break your goal up into shorter-term milestones that you can aim for and feel the satisfaction of making progress before you achieve ultimate success.

Now that you have established your goals, write them down. Track them. Review them at least weekly and see how you are progressing. If you find that you are slipping, think about what specifically happens in the moment you slip up, and how you might change your thoughts and emotions to break through the next potential slip and move forward.

More next time on developing strategies around each goal.

A great place to begin this is to start with a deep understanding of your own natural talents, abilities and preferences.  There are several tools to do this, but one I really like is called Strengths Finder 2.0, and it will give you a clear idea of your top 5 strengths and the kinds of activities you will undertake with mastery.  Building a vision that plays to your strengths will drive greater enjoyment and fulfillment.  Anytime that you are working against your strengths, you will find it feels like really hard work.   Your innate talents do not change with training, experience or education, but are intrinsic characteristics of who you are.  Knowing what your talents are is vital to creating a robust and meaningful personal vision.

The other elements your personal vision needs to incorporate are:

• Your Skills and Experience: what expertise, knowledge and wisdom have you gained in your life?  What specific skills have you acquired?  Which ones do you want to continue to use?
• Your Interests and Passions:  What gives you energy and ignites your passions?  What needs in the world are you compelled to meet?  What activities or causes create “flow” or a state where you lose track of time?
• Your Communication and Interpersonal Style: how do you prefer to interact with people?  Are you introverted or extroverted?  Do you prefer to deal with data or feelings?  Are you future-oriented in your interactions or more grounded in the here and now?  MBTI, DISC, MAPP and other assessments can help you define this if you don’t already know.
• Your Values:  What are the values that drive you?  Can you name your top five?  Some you might consider:  hard work, spirituality/closeness to God, honesty, fairness, adventure, fun, accomplishment, service to others, family, wealth, mastery, unity, questioning, organization, acceptance, faith, exploration, healing, appreciation, respect… etc.  Taking the time to identify your most important values is worth the effort in making sure your vision honors those values.  (See #2!)
• Your Goals: What you want to accomplish in life, how you see the purpose of your journey and where it is headed.
• Your personal history: what messages have you incorporated from your childhood and early development?  What did your family, teachers and other mentors tell you about your role in life and what you might accomplish?  How do you wish to keep these messages or free yourself from them?
• Your stage in life:  Where you are in your life will determine what you will include in your vision.  Be clear about how this stage of your life is unfolding and what decisions are facing you and how your vision can address this.

Start by just writing what feels right at the moment, and then revisit it and edit frequently until you have a vision statement that inspires you to take action to realize that vision, and begin living like it has already happened.

You will want to post your vision statement in a place where you will see it daily, and make time to read through it at least once a week.  If it starts to feel stale, or your vision of the future begins to shift, just rewrite it.  It’s yours, and it needs to serve to inspire you, so change it until it does that for you.  You may even want to include images that help you feel the joy in your vision, inspiring quotes, or record it with music that uplifts and inspires you.

How can you discover your values?  One way is to look at  list of values and try to select those that speak to you, and then keep shortening the list until you are down to the most important 5 and prioritizing those.  You can also look at moments in your life when you felt most fulfilled, satisfied and full of purpose and ask yourself which values were being honored.  Conversely, when you think of times you were angry, you can ask yourself which values were being violated.

I noticed this myself when I found myself getting angry over trying to change an airline ticket to go home about 12 hours earlier than planned, and being asked to pay more than 3x what the original ticket had cost for the pleasure of doing so.  When I looked closely at my reaction I realized that I have a strong value around fairness, and this situation just felt inherently unfair, and that was the basis for my anger.

Keep a list of your values and once you have the top five, try sorting them in order of importance.  Which one must you honor above all others?  Which one would keep you from being happy were it violated?  Once you have a top value, which one would come next?  And so forth.

These Values help you quickly assess opportunities, people, projects and environments which will serve you and those which will conflict with your core values.  Here’s one list of possible values, but you may find others fit more closely for you – feel free to add your own words and explore what feels right for you.

The surprising answer to motivational deficits are not individual relationships and physical environment or a lack of financial reward, but rather on your ability to control your destiny and the alignment of what you are doing to your personal values and vision.  Certainly all the variables in your surroundings help, and may make your work less onerous, but true motivation comes from internal factors:

• Control of your own work: how, when and by what method you achieve the goal
• Ability to do the job well: having the skills, knowledge and support to do a great job
• Alignment of the goal with your own personal values and goals

The first two are driven by management culture, and are key elements of engagement, but the third is only possible if you have a sense of your own personal vision.  In fact, having a personal vision, a passion for something larger than your own personal gain, is such a strong motivator, that it can overcome the first two factors and drive you to unprecedented success and achievement.

Think about Gandhi who began a career as a mediocre lawyer, and discovered his purpose to overcome the abject poverty of his people, and their feelings of inferiority, and rose to greatness and influence on the power of that vision.

How can you develop your own personal vision?

First, start with identifying your core values, then work on envisioning a future in which those values are all honored to their highest in your life and work.  This becomes your personal vision.  Now look at the work and life you have and start planning how this can change into the life and work you need to manifest your personal vision.

Your vision enables your most powerful self to emerge.