Goal Setting - in a Mothercraft Unit.

Dr Ian HarrisonKaritane Residential Unit

September 2010

Some Underlying Principles of Goal Setting.

Specific/

What can’t be imagined (visualised), can’t be done.

“What would that look like?” is a question we need to ask.

Avoid “Fuzzy” Goals

We avoid “unsolvable” problems. We only set goals for solvable problems.

Specific goals for specific problems.The goals can’t just be about what sounds

good.

Specific/Measurable

Never set a goal that can’t be broken down into smaller goals.

There must always be an answer to the question, “What is half of this goal?” “What is three quarters of this goal?”

Specific/Measurable/Attractive

Is this goal what the client really wants?Don’t convince the client your goal, or

they won’t want to work on it. Find their sources of motivation, their

“values”. Align the goals with their values to make it

attractive.

Goal Alignment

If goals and values are not aligned then there is confusion and eventually irritation/demoralisation.

Specific/Measurable/Attractive/Realistic

Never set a goal that is unrealistic. Avoid setting a goal that you haven’t set before.

Goals have to be within reasonable reach.Ideally, perhaps just out of reach. So

called “stretching goals”.) Identify and Ventilate any Goal Conflict.

Goal setting? or Wishful thinking?

Unrealistic, wishful thinking leads to disappointment.

Goal setting is designed to lead to success.

Specific/Measurable/Attractive/Realistic/Time-framed

Goals need to have proper time frames. A goal may certainly be achievable, but

not in 5 days!

Goal Setting and SMART Goals

SpecificMeasureableAttractive/AuthenticRealisticTime Frame

Areas of:

Concern

Influence

Control

Realistic Goals

Approach Goals

Moving away from this Moving towards this

Avoidance Goal Approach Goal

Tool: Goal Setting

Vague goals produce vague efforts. “I want things to be better between my

baby and me.”“I want my baby to be more settled.”OK, but what would you like to have

achieved by the end of today?“Frankly, I’d like to have just tried

something new. I would have liked to have stopped doing what’s not working.”

Tool: Reframing

Reframe each “problem” into an approach goal i.e. a desired outcome.

Has the client seen any times when the desired outcome has already occurred, or when the problem is less intense?

Tool: Writing Action Steps

Keep action steps simple and small. Are they really do-able? Or just a wish

list?Can they be written down?“What can’t be written, can’t be done.”“If it ain’t written, it ain’t coachin’ !”

Goal Setting Strategies

Early goals vs. Later goals

T1 T2 T3 T4 T5 T6 T7

Long Term (Distal)Short Term (Proximal)

Trouble Shooting and Case Examples

Moving on. Trying something different.

Is the client having no success?Are you getting into a struggle with the client? Move On: “This doesn’t seem to be working. Is

there something else we could be working on?” Don’t ask why is this happening?We don’t imply that there is something more

relevant or useful we just ask, “Should we move on?”

Scaling

Used to measure how close we are to our goals.

But also:To motivate clientsTo help plan the next steps

We use a scale of 1…….10

Scaling

Where are you now on the scale?“About a 4” Using small steps, we ask, How would

you know if you had got to a “5”? What would be different? What would you notice with just a small improvement from 4 to 5?

What would you need to do to get there. By the way how did you get from 3 to 4?

What has helped so far?

The GROW Model

The Goal Setting Conversation

KARITANE MODEL

GOAL

STRATEGIES

KARITANE CONVERSATION

GOAL

STRATEGIES

Reality

KARITANE CONVERSATION

GOAL

OPTIONS/

STRATEGIES

Reality

Better Strategies

KARITANE CONVERSATION

GOAL

STRATEGIES

Reality

Better Strategies

Wrap Up - Action Plan

Better Goal

KARITANE CONVERSATION

GOAL

STRATEGIES

Reality

Better Strategies

Better Action Plan

Better Goal

THE END

Happy Goal Setting!

References:

Institute of Coaching and Consulting Psychology. Seminar material by Dr Tony Grant and Dr Michael Cavanagh.