Quelles sont les stratégies pour établir des objectifs qui correspondent aux objectifs de vie plus larges des clients ?

Meiner Erfahrung nach, ist es neben dem Einsatz von gezielten Befragungen (Bedarfsanalyse, Zielsetzungswünsche, Berücksichtigung von ganzheitliche Aspekten, etc.), nach wie vor sehr wichtig, sich mit dem Kunden ernsthaft auseinanderzusetzen. Das erfordert Empathie, Ausdauer und den inneren Wunsch, den Kunden wirklich verstehen zu wollen (nicht nur rational).

Values are a part of each individuals unique identity they help inform our actions, thoughts and words. By understanding and becoming more aware of what your top 5 values are, you are able to use them as a guide to make the best choice in any situation. By understanding whats truly important for you, you will be able to determine the best direction forward and create meaningful life goals that align with your authentic self.

Encouraging clients to explore their life vision, values, and desired impact yields many benefits. It helps clients align both larger and smaller goals with their longer-term desires, so that each goal helps them move in the direction of growth they want. It can also help serve as a filter when choosing which potential goals to focus on, which to put on the back burner, and which to leave behind. Finally, there is intrinsic value in identifying life vision, values, and desired impact, as many people rarely or never articulate these things for themselves. Helping a client bring them to their conscious mind allows them the opportunity to get to know themselves better, make more aligned decisions, and live their values.

I completely agree, when we set goals that are not aligned, it's easy for us to give up on those goals however when your goals are aligned to your bigger picture, they can inspire and motivate you into taking action. One of the questions I ask my clients regarding their goals is "what difference will it make to you and the people close to you if you achieved that goal?" I find that this particular question helps them to realise how important the goal is to them.

Simply stated, aligning goals with your life vision and values provides a clear sense of purpose, ensuring your efforts contribute to what truly matters to you. It helps prioritize actions that resonate with your beliefs, creating a more meaningful and satisfying life. It fosters fulfilment.

Der Urlaubsflieger geht um 07:00 Uhr. Mit Aufstehen, Anfahrt & Check-In bedeutet das gerne: 03:00 Uhr oder früher aufstehen. Dennoch schaffen es Viele rechtzeitig, selbst solche, die mit Disziplin & Zielsetzung sonst eher Probleme haben. Die "desire breeds discipline"-Zielmethode erklärt und nutzt das: Haben wir persönliche Leidenschaft, Begeisterung (desire) für ein Ziel, ("ich will den verdienten Urlaub!") dann stellt sich die Disziplin und jeder nötige Zwischenschritt zum Ziele ganz wie von selbst ein! ("Aufstehen, Anfahrt etc.") Es lohnt sich deshalb wenn Zielsetzung und -erreichung stockt zu überprüfen, ob die persönlichen Werte & Leidenschaften mit berücksichtigt wurden. Ist das der Fall, können Ziele leichter erreicht werden.

In my experience, clients who align their goals with their life vision and values are less likely to self-sabotage. This is because our values our shape our beliefs, thoughts, behaviours, and actions. When the 'why' behind our goals is substantial, we tend to discover a resilient path to staying on track. Say goodbye to the saboteur.

Penso que ao adicionar uma meta, o importante é estar alinhada à sua realidade e que seja alcançável, nem que pra isso, inicie com pequenos passos e conforme vai percebendo os resultados e se sentindo seguro, vá adicionando novos desafios.

Consider decision-making. Someone prioritising family over money may make choices that differ significantly from someone with a different value hierarchy e.g. money over family. Understanding and aligning goals with life vision and values ensure that the pursuit is not just about setting objectives but crafting a long-term path that resonates personally, fostering decisions in harmony with one's core principles, and therefore positioning yourself strategically.

It's possible that clients will feel some uncertainty or hesitation around "nailing down" their vision, values, and desired impact. Some may feel overwhelmed because they haven't considered these types of questions before. Let clients know that it's okay to not have these answers right away, and they can take time to process the questions and formulate answers. Some may feel hesitant to declare their vision and values - whether due to fear of not living up to them, worry about being "stuck" with them, etc. Let clients know that it's possible for their vision and values to change as they evolve and grow, and that living their vision/values is not a pass/fail exercise, but an ongoing practice that they don't have to do "perfectly."

Pregúntate ¿Qué es importante para ti? ¿Qué cosas valoras y quieres que estén presentes en tu vida? También puedes hacerte estas preguntas de una manera más enfocada al trabajo. ¿Qué es importante para mí en un trabajo para que me sienta a gusto? Puedes elaborar un listado de valores, utilizando sustantivos (el aprendizaje, la libertad, la responsabilidad, el crecimiento, el entusiasmo, el esfuerzo...) y preguntarte qué significa eso para ti y qué cosas concretas se tienen que dar para que ese valor se cumpla. Por ejemplo, si para ti es importante el aprendizaje, algo concreto es que haya planes de formación.

Many feel overwhelmed by this, but as Jim Rohn says, these are the Major Questions of your life. I have a structured process to help my clients design their Life Vision, but if I could recommend just ONE thing, it would be this: Answer this question: Who do I want to be? Then, keep asking yourself follow-up questions. Make it as detailed as possible. And one more tip: Don't think about it from where you are now. Detach it from your current situation and tap into what you REALLY want. Get comfortable, relax, close your eyes, and have fun!

Die passende Methode zur Identifikation zu finden ist essentiell. Dies muss innerhalb kürzester Zeit geschehen, damit das Gespräch oder die gemeinsame Arbeit vom ersten Augenblick an professionell und zielführend ist. Doch meist braucht es nicht mehr als ein professionelles Gespräch um die Vision oder Werte zu erfassen. Schön, wenn Coaches Methoden kennen. Doch je kompetenter die Gesprächsführung, umso weniger werden andere Methoden benötigt.

Eine einfache Methode ist die Methode der Lebenslinien. Zeichne eine waagrechte Linie die bei deiner Geburt beginnt und beim heutigen Tag endet. Trage alle Tiefpunkte deines Lebens auf deiner Lebenslinie auf einer Skala von 0 bis -10 auf. Dann schaust du was waren die Werte die hier verletzt wurden und gibt es Ähnlichkeiten. Das kann dir einen Eindruck über die Werte geben die dir besonders wichtig sind und keinesfalls verletzt werden dürfen.

Ein eigenes Skillset anlegen und darin festhalten was man alles kann. Erst dann ordnen: kann ich und mag ich, kann ich mag ich nicht, kann ich nicht mag ich aber, kann ich nicht mag ich nicht ;)

Sometimes when clients struggle with talking about their big goals or vision, I turn it around and ask them what they DON'T want. This can give immense clarity and take some of the overwhelm out of the question. Then we can expand on it and go one step further after the other until we get to the goal that just sets their soul on fire.

Eine Lebensvision (oder eine Unternehmensvision, da ich hauptsächlich Unternehmen betreue), sollte per Definition EIN BILD sein – ob als Vision Board oder verbal formuliert (und hier gibt es die meisten Missverständnisse). Und das Bild beschreibt etwas, was ab einem gewissen Zeitpunkt anhaltend ist – sonst ist es ein Ziel. Die Entdeckung bzw. Definition der Werte ist eine knifflige Sache, denn die meisten Menschen assoziieren bzw. reduzieren Werte auf ethische Grundprinzipien. Werte sind jedoch auch persönliche, individuelle Kerntreiber und Qualitäten. Diese stehen in enger Verbindung mit der individuellen bzw. kollektiven Persönlichkeit (Corporate Identity).

How about BOLD goals versus SMART goal. B is BURNING. Do you want it bad enough that it leaves you feeling a burning desire so great that there is no plan B. O is Originate. Does is originate from the values that are most important to you at the time you are creating these goals. L is it Linkable. When talking about a life goal, or any goal, you can’t accomplish it in a vacuum. It’s about WHO not HOW. WHO can help you and what are you willing to do to make that happen? D is disciplined. Big goals require consistency, showing up day after day, even if it’s small steps. Is this goal something you will be disciplined enough to go after long term.

SMART ist mittlerweile als Tool in vielen Ausbildungen, Studiengängen oder Weiterbildungen enthalten. Doch in der täglichen Arbeit der Zielgestaltung findet es nach wie vor selten Anwendung. Überraschenderweise müssen viele Kunden SMART erst einmal praktisch "einüben" bevor es Routine wird. Es gehört zu den grundlegenden Strategien der Zielarbeit.

Abgestimmt im Sinne von Balance: Hier könnte die bekannte Methode des Lebensrads helfen. In einem Kreis sind 8 Segmente mit einer Skala von 0-10 aller Lebensbereiche dargestellt (Finanzen, Umfeld, Gesundheit, ...) Schritt 1: wie zufrieden bin ich mit dem jeweiligen Lebensbereich aktuell Schritt 2: wo möchte ich hin Schritt 3: wie weit liegt Ist und Soll auseinander Schritt 4: Was muss passieren damit ich von Ist zu Soll komme? Schritt 5: Priorisieren ... umsetzen

A ferramenta SMART tem as coisas mais necessárias para uma boa definição de metas. Ajuda na fotografia inicial. Gosto sempre de dizer que metas não se escrevem na pedra, elas podem ser mudadas e adequadas à medida em que você vai caminhando.

Procure responder as seguintes perguntas: - O que eu quero? [sonhar grande e sonhar pequeno dá o mesmo trabalho, então voe alto] - Até quando eu quero? [coloque data, seja específica] - O que preciso fazer para ter isso... [divida em passo a passo o que precisa fazer para conquistar] Após ter tudo bem definido, busque imagens do que deseja e visualize diariamente. Além disso, sempre construa metas da seguinte maneira: METINHA (para se realizar em até 1 ano) META (para ser realizada de 1 a 5 anos) METONA (para se realizar em mais de 5 anos) Depois me conta como foi.

I don't necessarily think that SMART is always a good method to use when we're talking about Life Goals. It's perfect for corporations and more practical goals, but for Life Goals, it can backfire when used in the wrong context. I always tell my clients: 👉 Phrase your goals as if you have already achieved them. 👉 Keep reformulating your goal until you feel a strong positive emotion. 👉 Give it a timeframe, but don't base this on your rational mind; rather, rely more on what you intuitively sense. Goals are not necessarily projects or to-dos. When we get to the doing part, I'll help them break them down into milestones and use SMART, but in the bigger picture goal-setting stage, I tend to be more cautious with it.

As a life coach I agree with aligning goals to achieve success and fulfillment. It is important for individuals to set clear and meaningful goals that are in line with their values and aspirations. By aligning goals, people can create a sense of direction and purpose in their lives. This alignment helps individuals stay motivated and focused on their desired outcomes. When goals are aligned, it becomes easier to make decisions and take actions that are in line with one's vision. Aligning goals also brings a sense of clarity and reduces the chances of feeling overwhelmed or confused. In conclusion, aligning goals is a crucial step towards personal growth and success.

I use an exercise I call 'To Be or Not To Be.' This involves listing the traits of individuals who have achieved your desired goals and comparing their characteristics, habits, and behaviors to yours. This practice highlights the gaps between your current state and where you want to be, focusing on aligning actions with goals. But how does this relate to aligning with your values? Imagine a goal that demands traits counter to your core values, like a free-spirited individual striving for a goal requiring strict discipline. Such misalignment can lead to dissatisfaction, even upon achieving the goal. The 'To Be or Not To Be' exercise is crucial in ensuring goals lead to success and resonate with who you truly want to be.

I love adding AIM to SMART goals. A = Acceptable outcome I = Ideal outcome M = Middle outcome This way the client creates a "minimum viable product" to achieve which can help with motivation, as the acceptable outcome is more like a "must-achieve" - everything else is then an amazing cherry bonus. It also helps to add in intentions and how the want to feel during the process or after the achievement. This emphasises who they are becoming which is crucial for example in building new habits, as they create your identity and who you are.

Antoine de Saint-Exupéry sagte einmal: “A goal without a plan is just a wish.” S.M.A.R.T.e Ziele scheinen deshalb enorm wichtig zu sein. Sind Sie das? Bei aller Planung sollten wir immer auch die emotionalen Aspekte von Zielsetzung berücksichtigen. Gerade das sehr binäre System "Ziel (nicht) erreicht" sollten wir Coaches den Kunden vor Augen führen: Setzt unser Kunde sich ein Ziel von 5000 neuen Followern in Q3, erreicht dann aber 'nur' 4761, ist es nach SMART ein nicht erreichtes Ziel. Das untergräbt, wie stolz Coach & Kunde auf dieses Ergebnis sein können. Ein "ich will täglich spannende Menschen mit meiner Botschaft erreichen" Ziel scheint da weniger messbar, aber situativ nützlicher: Täglich das eigene Gefühle checken als Anker.

Una pregunta que puede ayudarnos aquí es ¿Cómo sabré si he cumplido mi objetivo? Es decir, en la fase de definición habrá que tener claro qué indicadores me van a ayudar a saber cómo voy y si lo he conseguido.

Para medir, temos que tem bem claro qual o plano, estratégia. De tempo em tempo acompanhar o trajeto para saber se precisa de ajustes ou não e finalmente criar indicadores para nos guiar. Sem indicadores apropriados a cada objetivo, não tem como medirmos as metas e se estamos mais longe ou mais perto do objetivo final.

Am effizientesten ist der "gefühlte" und "erlebte" Erfolg der Zielerreichung. Eine Zahl oder quantitative Definition hilft dem Kopf, doch der ist nicht der stärkste Treiber.

One of most important ways to measure progress with our own goals is how we feel. With each of my clients we check in regularly to gage their own sense of accomplishment and connecting to the what that evokes in their internal landscape. Reflecting on how far they’ve come, what they’ve learned and how they may have changed in the process are all important measures. Then we layer in some additional external measures. Those could be feedback could be from friends and family or colleagues at work. It’s could be shifts in knowledge or income, or even more visible rewards like recognition or promotion at work.

Individuell und kollektiv durch quantitative Ergebnisse (Zahlen, Fakten, Zeiteinheiten etc.) oder durch sinnlich erfahrbare Ergebnisse (was kann ich dabei sehen, hören, fühlen). Ansonsten kann man individuell auch qualitative Ziele definieren und messen – Gefühle, Gedanken, Bewertungen, Einstellungen. Dies ist jedoch sehr interpretativ und subjektiv und man sollte wachsam darüber sein, dass z. B. Emotionen Mischformen von Gefühlen und Gedanken/Bewertungen sind und unterschiedlich ausfallen können.

Aligning goals with life vision and values is important because it increases motivation and commitment to achieving those goals. When goals align with personal values and life vision, individuals feel intrinsically motivated to attain them. This means they are motivated not only by external factors like rewards or punishments but also by an inner drive.

Un autre aspect à prendre en compte pour mesurer l’alignement est de passer par les émotions. En effet, si la personne ressent de la joie, de la fierté, de la satisfaction, il y a fort à penser que nous sommes sur la bonne voie. Les émotions négatives également peuvent être un signe d’encouragement car de l’inconfort né le changement. L’important est que le client puisse mettre des mots sur ce qu’il ressent pour comprendre le chemin qu’il est en train de parcourir.

it is good to at the outset already have a clear view and idea of what will be required for a goal to be completed - and it is important for you to let the client tell you what and how he/she will know that it is accomplished or getting closer. I am old-school so I often use a 1-10 system for things. Then these classic questions: How will you feel when your goal is met? How will you know that you have accomplished it? How can i tell that you have accomplished you goal if i see you in street? etc, then you are both on a pretty clear page what is required and it gets easier to measure where you are at in the process.

Based on my experience, it's crucial to ask the client how they know when they've hit their goal. Like, what's their measure for it... Everyone's different – some are super analytical, others more on the emotional side, and then you've got the logical ones. The key is to find the tool that clicks with the client, not just what we think might work. Another suggestion is asking them how they'd feel when they reach that goal. #systemiccoaching #tsedlarconsulting

With many of my clients the goals set at the beginning of our coaching relationship do change as we work together. As perceptions shift and change so do those target we think we “should” achieve. The first thing we do is to acknowledge that those initial goals are often generated by our own Saboteur often combine with other external pressures and that they weren’t really our goals to start with. Then we can very easily develop new goals that are far more aligned with what the client really desires to create.

Na minha experiência, para poder ajustar metas alinhadas, precisa ter um acompanhamento com prazos bem definidos. Sem um plano, uma direção, não vamos para lugar algum, porém, é fundamental checar de tanto em tanto tempo o percurso. Assim, pode -se ajustar em tempo hábil qualquer rota.

Ziele anpassen, das bedarf einer stetigen Weiterentwicklung. Ich habe die Erfahrung gemacht, dass Mitarbeiter am ehesten eine Ahnung davon entwickeln, wann wir den nächsten Schritt gehen können oder die nächste Etappe in Angriff nehmen können. Ich spreche von der Philosophie der Kontinuierlichen Verbesserung. Wir alle kennen den klassischen PDCA Zyklus, wir lieben es unsere Ziele SMART zu verpacken und doch brauchen wir den richtigen Moment für eine Veränderung. Wir brauchen Mitarbeiter, die unsere Gedanken teilen und unterstützen. Wir brauchen Menschen die für unsere Sache brennen, die mit uns diese neuen Ziele erreichen wollen. Viel Enthusiasmus bei der Motivation. Deine Mitarbeiter sind Deine wertvollste Ressource!! 🧭

De lo que has hecho hasta ahora, ¿Qué he hecho bien y me ha dado resultados? Si algo me ha resultado complicado de cumplir, reflexionar por qué. ¿Cuáles han sido los impedimentos? ¿Qué hubiera necesitado para conseguir lo que quería? Sacar estas conclusiones para poder ajustar el plan de acción.

Wir müssen verstehen, dass ein ursprünglich gesetztes Ziel ebenso anpassungsfähig sein muss, wie die äußeren Umstände sich den Gegebenheiten anpassen. Jeder, der an einem festgelegten Ziel unabdingbar festhält, wird es außerordentlich schwer haben tatsächliche Zufriedenheit und Zielerreichung zu erfahren. Erfolge dürfen flexibel sein. Ein agiles Mindset gehört zu den Trends der Arbeitswelt und sollte in die Zielstrategie integriert werden.

it is important to listen to your clients at all times during sessions. Regularly returning to the objectives that were set at the start of the joint work ensures that they are still relevant. Support is not something fixed, it evolves over time, with the mood of the day, with the circumstances, and with the work environment. The main thing is to know how to listen to your client and ensure that even if you change the objective it remains in line with their vision of the world.

1. Keine Selbstentwertung (Erfolg ist Folge von Trial & Error) 2. Evaluieren: a) was hat bisher gut funktioniert b) was ist optimierbar 3. Neues Ziel.

Erstmal heraus finden, warum wird das Ziel nicht erreicht. Sind es tatsächlich wirkliche Gründe oder ist es etwas anderes dass dahinter steckt (Bedenken, Unsicherheit ... ) Wenn es "vorgeschobene" Gründe sind, diese dann gemeinsam lösen und ansonsten auch gemeinsam die neuen angepassten Ziele festlegen.

A ferramenta mais importante para manter metas alinhadas é o acompanhamento periódico. Ele dá o norte de quão próximo ou distante estamos de nossos sonhos. Outra coisa importante é lembrar de seus valores pessoais nesta hora da atualização, porque às vezes a vida chega e nos impõe outras prioridades que não podem ser abandonadas. E nesta hora, tome a melhor decisão e atualize seus planos sem sofrimento, já que você é consciente do motivo que te faz priorizar isto ou aquilo.

It's completely natural for people's goals to evolve as they grow, and that's something truly wonderful. It's a clear sign of growth and indicates ongoing development. Always encourage your clients to refine their goals if they no longer feel aligned. Dive into conversations about what's changed, why, and how their new aspirations might take shape. After all, it's all about their unique journey, and you're there to guide them with warmth and support. #systemiccoaching #clientjourney #tsedlarconsulting

If a client is struggling with a meaningful goal, it can be helpful to ask them why they're struggling, why they want to achieve this particular goal, and how it aligns with their vision, values, and desired impact. Doing so can provide clients with the opportunity to get reacquainted with the "why" behind their goal, uncover limiting beliefs or assumptions that are holding them back, and even uncover when a goal is no longer aligned.

Ziele können nur mit Mitarbeiter*innen erreicht werden. Nie war die Führung komplexer. Wir betrachten unsere Mitarbeiter *innen als wichtigste Ressource, gehen partnerschaftlich auf alle ein, motivieren Sie, fördern Sie und entwickeln Ihre Persönlichkeit weiter. Wir machen Sie zu Experten auf einem Fachgebiet und manchmal verlassen Sie den Arbeitsplatz, weil wir auf der menschlichen und emotionalen Ebene versagen. Als Unternehmer stehen Sie vor vielfältigsten Herausforderungen und trotz allen gut gemeinten Hinweisen agieren Sie aufgrund eigener Erfahrungen- immer im gleichen Verhaltensmuster. Berater nach 6Monaten auszutauschen - KURZSICHTIG. Veränderungen brauchen Wissen, Zeit und das Gespür für den richtigen Moment! 🧭

In my experience, goal setting is quite diverse. It is as simple as setting out to buy a pair of shoe whereas on the other hand it is as complex when you start generalising and creating obstacles that might seem important to you but in the long run are only clouding your judgment. So why not keep it simple, straight and interesting. In my opinion the whole big generalised umbrella of wanting something in one go has to be forsaken. And instead the idea of small yet steady steps needs to be taken seriously….😟 There are generally five steps that I encourage clients to consider while goal setting. 1. Journaling and brain dumping 2. Goal statement 3. Checking if it’s SMART or not 4. Aligning your values (productivity) 5. Be-Do-Have model

Meiner Meinung nach sollte man mit dem Kunden nicht nur das Ziel bestimmen - sondern auch die einzelnen Schritte dahin. Zwischenziele festlegen. So gibt es immer wieder einen Erfolg und die Begeisterung / Motivation bleibt dadurch höher.

A chave para o sucesso na orientação de clientes reside na oferta de suporte abrangente, que vai além do estabelecimento de metas. Fornecer recursos, ferramentas e estratégias é essencial para capacitar os clientes na jornada para alcançar seus objetivos alinhados. Este arsenal prático não apenas orienta, mas também capacita a tomada de decisões informadas. Ao oferecer orientação, conselhos e incentivo, os profissionais de orientação não apenas removem barreiras, mas também cultivam a motivação necessária para perseverar diante dos desafios. Em última análise, a orientação eficaz não apenas define metas, mas fornece o suporte integral necessário para transformar essas metas em realizações concretas.

1. Enable clients to see, whether short term or current goals are or aren't fitting into broder life goals or vision. 2. How they feed into each other for attaining goals or achieving success in life. 3. Help client visualize the whole ecosystem and set the goals with holistic picture in mind or thought/strategy.

Aligning goals with life vision and values is crucial for maintaining motivation and consistency, preventing incompatible objectives. Discovering these guiding principles involves using powerful questions and visualization tools to unearth clients' deeper thoughts and aspirations. Craft aligned goals using the SMART criteria, ensuring specificity, measurability, achievability, relevance, and time-bound nature. Measure progress through a combination of quantitative and qualitative indicators, adjusting goals as needed based on regular reviews and coaching sessions. Support clients by providing resources, tools, and strategies, fostering adaptability and leveraging strengths and networks.

Be careful. When we take into consideration relating goal setting with life vision, it is important to not "over dream" a goal. It can happen by forgetting to ask if this goal is really achievable with the resources (time, tools and people) we have. So take into consideration apply, for example, a method like SMART goals on your building process, to ensure that will not happen.

Muito se usa a frase "para quem não sabe para onde ir, qualquer caminho serve", no entanto, tão importante quanto saber para onde quer chegar e alinhar isso a seis valores de vida é saber onde está no momento, qual seu real ponto de partida, não aquele das redes sociais, mas o que te tira o sono. Entender seu estado atual, e porque você tem nutrido esse estado, essas informações serão a base para construir uma rota de ação mais assertiva rumo aos objetivos estabelecidos.