THE COMPLETE BUSINESS DEVELOPMENT GUIDE2 mpeg4

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Tapping your Innate potential for making good choices

Discover your subconscious goals.

Everyone can write a set of goals because goals are part of the reasons we make the kind of choices we make and do the type of things we prefer to others.

Writing our goals is a good practice, but we have always had goals which we did not write.

We always made certain choices and did certain things of preference to achieve our daily tasks, because we had goals motivating our choices and actions.

We are aided to stay on track of our priorities by writing our goals, not that the goals did not exist until they were written, so writing goals are not necessary in all cases, because not writing them does not mean we can't achieve anything or are not organized.

Before the art of writing was invented, people set goals without calling themselves 'goal-setters' and without spelling out the four letters of the word 'goal'. In fact, they achieved even more than people who wrote down their goals.

What really matters in goal setting isn't the written form of representing goals but the actual consciousness of the reason for choosing the things we want and prioritizing the things that we need most to accomplish our valuable desires.

Writing goals is important, but is not more important than knowing why the things we prefer to others are worth reflecting and acting upon.

The four letters of the word 'goal' make no meaning in isolation and so too the word 'goal' or the writing of things we consider as our goals makes no meaning apart from the things in themselves that we know our reason for wanting to achieve or accomplish.

Those things can be given different names and our reason for preferring them can take a different name from the custom four-letter word we call 'goal'.

What really matters is that we are conscious of 'gradable benefits' of a set of actions mentally planned or written, with consideration of their impact in both long-term and short-term duration, when doing those things we prefer is necessitated by our need, interest and conditions.

So, if I think of my benefits before doing anything, and I compare that with an alternative before choosing the one I consider to have a richer benefit, in order to act on it, then I have a goal, and I can achieve it without writing it down.

Having said this, I encourage you to be conscious of the reason for every choice you make, you must not write down the reason, as goals, but remember to act based on the strongest reason you have conceived for your preferred alternative.

I am saying you shouldn't be a random actor. You shouldn't  act just because you have a feeling acting in a way is good, compare that thing with an alternative and another, then if it still convinces you of coming first on your scale of preference, for having the highest value and impact or benefit, then act on it.

Your action upon a set goal is not necessarily because you wrote down your reason but because you understand why taking the action is wise for the sake of its value and impact, as the result you desire to achieve from it.

Once you are result-oriented and you scrutinize your options to validate your preferences. You have a goal.

More so, if you are conscious of your goal, then you can achieve anything you want, once you are determined to act in a way that will bring the certain result you desire true, writing goals or not.

If you are super smart, you don't need a SMART written goal, you already have all it takes to be a serial goal achiever.

Just stay determined to achieve results you have pre-considered among other options.

Be certain about what you found highly prioritizing, and  act on same or implement it in a measurable timeframe.

With this you will outshine those who wait to write goals before acting on their convictions of maximal impact.

Stay smart or write SMART goals, and you will be a serial achiever.

I can say from a clear perception of goals that

"writing goals is important but unnecessary".

However, staying conscious, result-oriented, smart anddetermined is necessary to become a serial achiever.

See details of this very critical view in my book titled

"Big Business Great Personality".

or search this title out on Google.com.

Giving the organization your time is the first determinant for contributing to the success of the organization, if 10 persons make up the organization's management team and only one person has time for the organization, only one available and interested member will be unable to take the organization to the great height where it should be heading to in the future.

I support working as a team in every way, and organizations that reserve teamwork to only 20% or its members is heading for the pit of an inevitable divide or ineffectual working, no matter how lofty the outcome it anticipates from its goals is.

I have no reserve about asserting that "an organization will not grow if it does not give every single member in it a chance to contribute to the process of goal setting from the start to the end point of goal achievement.

So goals should be set in a forum where all members will brainstorm together, and if possible, the use of mobile apps in organizations should be invested in, where a large organization can track the contribution of all its members in every round of goal setting, by way of a moderated community set up on a virtual platform where each member is invited to suggest and report ways of moving the organization forward, no matter where the member may be posted for work.

Large organizations should embrace the technology of a digital community, using web and mobile apps that support team building, in order not to be limited by space and size, and this sharing of ideas shouldn't be reserved for once in a year meeting, but encouraged daily, all year round, while the organization's top management team will take responsibility for reviewing the blurbs from members encouraged to contribute and share their ideas daily, and so respond by making adjustments based on the recommendations of its members shared on the virtual community platform.

Changes and adjustments or improvements made should be equally shared among all members, communicated by way of a monthly communique, referencing blurbs reviewed and stating reasons for the adjustments made, so that each member will see how his/her contribution in the community is helping to move the organization forward, hence building a better, bolder and stronger team of cooperative members of the community.

In this way, I believe no matter how big an organization may be, or how culturally and geographically diverse its members are, there will be sure growth and renewal of its strength and vigor, especially seeing the pool of ample strategies evolving from members contributing in the community created and moderated by the management of the organization.

Things are evolving, let every organization restructure its team model, with the available digital technology of mobile applications and virtual communities, to keep all its members together and enhance its growth with team work at all levels of the organization.

Lastly, I can design a fine structure for this recommendation to be implemented in any interested organization.

Building a Big and Bold Business!

Francis B. Isugu

Author, 

"Big Business Great Personality"

"Effective Entrepreneurship"

Email: francisbestman@ymail.com