1.Set Specific Goals. Your goal must be clear and well defined.
2.Set Measurable Goals. Include precise amounts, dates, and so on in your goals so you can 3.measure your degree of success.
4.Set Attainable Goals. Make sure that it’s possible to achieve the goals you set.
5.Set Relevant Goals.
6.Set Time-Bound Goals.
To accomplish your goals, however, you need to know how to set them. You can’t simply say, “I want” and expect it to happen. Goal setting is a process that starts with careful consideration of what you want to achieve
How Can You Identify Adaptable People?
How can you determine whether a job candidate is willing, as Bezos says, to constantly revise their understanding and reconsider problems they thought they’d already solved?
One way is to include a common behavioral interviewing question in the interviews you conduct: “Tell me about a goal you recently achieved. What did your initial plan look like? What worked particularly well?”
One, it’s a great icebreaker question. (Candidates who can’t talk in detail about a goal they achieved are likely to be terrible candidates.)
Most interviewees will describe a goal that was set for them, a plan that they were in large part given, and the steps they took to achieve the goal.
Which is of course fine, but what you’re really looking for are candidates who set their own goals, created their own plans, and then not only followed those plans but adapted to circumstances and changing conditions along the way.
After all, the best employees are able not just to plan well, but also to react and adjust well.
Then go a step further and ask this follow-up question: “Tell me about a goal you didn’t manage to achieve. What happened? What did you do as a result?”
Disappointment, adversity, and failure are a part of life — both professional and personal. That’s why everyone has failed. (In fact, most successful people have failed a lot more often than the average person; that’s why they’re so successful today.)
Most candidates will take responsibility for failing. (People who don’t are people you definitely don’t want to hire.) Good candidates don’t place the blame on other people or on outside factors. They recognize that few things go perfectly, and a key ingredient of success is having the ability to adjust.
Smart people take responsibility. And they also learn key lessons from the experience, especially about themselves.
They see failure as training. That means they can describe in detail what perspectives, skills, and expertise they gained from that training.
And they can admit where they were wrong — and how they were willing and even eager to change their minds.
To determine whether a potential employee has the intelligence your business needs, don’t just focus on how right they’ve been.
Find out if they are willing to admit when they are wrong.
In order to achieve success it has no alternate but setting up a practical goal, target and keeping up the focus to do better. Success is achieved through a series of process. Which can be called the mission or goal. Completion of every mission or goal leads to the ultimate vision or target. And these all can be achieved when one has the determined focus on the vision.
Have SMART goals. You’re not going to achieve your goals if they aren’t SMART. …
Write them down. Don’t just daydream about your goals — put pen to paper and write them down. …
Make your goals visible. …
Break it down. …
Develop a plan. …
Take action. …
Keep perspective. …
To accomplish your goals, however, you need to know how to set them. You can’t simply say, “I want” and expect it to happen. Goal setting is a process that starts with careful consideration of what you want to achieve.
1.Set Specific Goals. Your goal must be clear and well defined.
2.Set Measurable Goals. Include precise amounts, dates, and so on in your goals so you can 3.measure your degree of success.
4.Set Attainable Goals. Make sure that it’s possible to achieve the goals you set.
5.Set Relevant Goals.
6.Set Time-Bound Goals.
To accomplish your goals, however, you need to know how to set them. You can’t simply say, “I want” and expect it to happen. Goal setting is a process that starts with careful consideration of what you want to achieve
.Set Specific Goals. Your goal must be clear and well defined.
2.Set Measurable Goals. Include precise amounts, dates, and so on in your goals so you can 3.measure your degree of success.
4.Set Attainable Goals. Make sure that it’s possible to achieve the goals you set.
5.Set Relevant Goals.
6.Set Time-Bound Goals.
To accomplish your goals, however, you need to know how to set them. You can’t simply say, “I want” and expect it to happen. Goal setting is a process that starts with careful consideration of what you want to achieve
Set Specific Goals. Your goal must be clear and well defined.
2.Set Measurable Goals. Include precise amounts, dates, and so on in your goals so you can 3.measure your degree of success.
4.Set Attainable Goals. Make sure that it’s possible to achieve the goals you set.
5.Set Relevant Goals.
6.Set Time-Bound Goals
1.Set Specific Goals. Your goal must be clear and well defined.
2.Set Measurable Goals. Include precise amounts, dates, and so on in your goals so you can 3.measure your degree of success.
4.Set Attainable Goals. Make sure that it’s possible to achieve the goals you set.
5.Set Relevant Goals.
6.Set Time-Bound Goals.
To accomplish your goals, however, you need to know how to set them. You can’t simply say, “I want” and expect it to happen. Goal setting is a process that starts with careful consideration of what you want to achieve1.Set Specific Goals. Your goal must be clear and well defined.
2.Set Measurable Goals. Include precise amounts, dates, and so on in your goals so you can 3.measure your degree of success.
4.Set Attainable Goals. Make sure that it’s possible to achieve the goals you set.
5.Set Relevant Goals.
6.Set Time-Bound Goals.
To accomplish your goals, however, you need to know how to set them. You can’t simply say, “I want” and expect it to happen. Goal is a process that starts with careful consideration of what you want to achieve1.Set Specific Goals. Your goal must be clear and well defined.
2.Set Measurable Goals. Include precise amounts, dates, and so on in your goals so you can 3.measure your degree of success.
4.Set Attainable Goals. Make sure that it’s possible to achieve the goals you set.
5.Set Relevant Goals.
6.Set Time-Bound Goals……..
37 Comments
1.Set Specific Goals. Your goal must be clear and well defined.
2.Set Measurable Goals. Include precise amounts, dates, and so on in your goals so you can 3.measure your degree of success.
4.Set Attainable Goals. Make sure that it’s possible to achieve the goals you set.
5.Set Relevant Goals.
6.Set Time-Bound Goals.
To accomplish your goals, however, you need to know how to set them. You can’t simply say, “I want” and expect it to happen. Goal setting is a process that starts with careful consideration of what you want to achieve
helpful…thank you sir
How Can You Identify Adaptable People?
How can you determine whether a job candidate is willing, as Bezos says, to constantly revise their understanding and reconsider problems they thought they’d already solved?
One way is to include a common behavioral interviewing question in the interviews you conduct: “Tell me about a goal you recently achieved. What did your initial plan look like? What worked particularly well?”
One, it’s a great icebreaker question. (Candidates who can’t talk in detail about a goal they achieved are likely to be terrible candidates.)
Most interviewees will describe a goal that was set for them, a plan that they were in large part given, and the steps they took to achieve the goal.
Which is of course fine, but what you’re really looking for are candidates who set their own goals, created their own plans, and then not only followed those plans but adapted to circumstances and changing conditions along the way.
After all, the best employees are able not just to plan well, but also to react and adjust well.
Then go a step further and ask this follow-up question: “Tell me about a goal you didn’t manage to achieve. What happened? What did you do as a result?”
Disappointment, adversity, and failure are a part of life — both professional and personal. That’s why everyone has failed. (In fact, most successful people have failed a lot more often than the average person; that’s why they’re so successful today.)
Most candidates will take responsibility for failing. (People who don’t are people you definitely don’t want to hire.) Good candidates don’t place the blame on other people or on outside factors. They recognize that few things go perfectly, and a key ingredient of success is having the ability to adjust.
Smart people take responsibility. And they also learn key lessons from the experience, especially about themselves.
They see failure as training. That means they can describe in detail what perspectives, skills, and expertise they gained from that training.
And they can admit where they were wrong — and how they were willing and even eager to change their minds.
To determine whether a potential employee has the intelligence your business needs, don’t just focus on how right they’ve been.
Find out if they are willing to admit when they are wrong.
And are then willing to change their minds.
Source: https://www.inc.com/jeff-haden/how-to-hire-best-jeff-bezos-says-to-consider-1-key-trait.html?cid=sf01001
Sir, thank you so much for your valuable suggestion.
Hope you will try to implement in your real life so that you can get your desired career that is success.
Yes sir. i will try my level best to implement my goal, target . Your advise must be helpful for me i hope.
Thank you sir
Thank you sir
Thank you sir
In order to achieve success it has no alternate but setting up a practical goal, target and keeping up the focus to do better. Success is achieved through a series of process. Which can be called the mission or goal. Completion of every mission or goal leads to the ultimate vision or target. And these all can be achieved when one has the determined focus on the vision.
Have SMART goals. You’re not going to achieve your goals if they aren’t SMART. …
Write them down. Don’t just daydream about your goals — put pen to paper and write them down. …
Make your goals visible. …
Break it down. …
Develop a plan. …
Take action. …
Keep perspective. …
To accomplish your goals, however, you need to know how to set them. You can’t simply say, “I want” and expect it to happen. Goal setting is a process that starts with careful consideration of what you want to achieve.
1.Set Specific Goals. Your goal must be clear and well defined.
2.Set Measurable Goals. Include precise amounts, dates, and so on in your goals so you can 3.measure your degree of success.
4.Set Attainable Goals. Make sure that it’s possible to achieve the goals you set.
5.Set Relevant Goals.
6.Set Time-Bound Goals.
Thank you sir for helping Suggest
it’s helpful
it’s helpful and useful to us.
its helping suggest
Sir, thank you for your valuable suggestion.
Completing the course the successfully.
Developing ourself
Thank you sir for your lesson
Thank you sir.
Developing ourself
To accomplish your goals, however, you need to know how to set them. You can’t simply say, “I want” and expect it to happen. Goal setting is a process that starts with careful consideration of what you want to achieve
.Set Specific Goals. Your goal must be clear and well defined.
2.Set Measurable Goals. Include precise amounts, dates, and so on in your goals so you can 3.measure your degree of success.
4.Set Attainable Goals. Make sure that it’s possible to achieve the goals you set.
5.Set Relevant Goals.
6.Set Time-Bound Goals.
Thank you sir
To accomplish your goals, however, you need to know how to set them. You can’t simply say, “I want” and expect it to happen. Goal setting is a process that starts with careful consideration of what you want to achieve
Thank you sir.
Set Specific Goals. Your goal must be clear and well defined.
2.Set Measurable Goals. Include precise amounts, dates, and so on in your goals so you can 3.measure your degree of success.
4.Set Attainable Goals. Make sure that it’s possible to achieve the goals you set.
5.Set Relevant Goals.
6.Set Time-Bound Goals
Sir thank you for your valuable suggestions
1.Set Specific Goals. Your goal must be clear and well defined.
2.Set Measurable Goals. Include precise amounts, dates, and so on in your goals so you can 3.measure your degree of success.
4.Set Attainable Goals. Make sure that it’s possible to achieve the goals you set.
5.Set Relevant Goals.
6.Set Time-Bound Goals.
Positive mindset.
To accomplish your goals, however, you need to know how to set them. You can’t simply say, “I want” and expect it to happen. Goal setting is a process that starts with careful consideration of what you want to achieve1.Set Specific Goals. Your goal must be clear and well defined.
2.Set Measurable Goals. Include precise amounts, dates, and so on in your goals so you can 3.measure your degree of success.
4.Set Attainable Goals. Make sure that it’s possible to achieve the goals you set.
5.Set Relevant Goals.
6.Set Time-Bound Goals.
To accomplish your goals, however, you need to know how to set them. You can’t simply say, “I want” and expect it to happen. Goal is a process that starts with careful consideration of what you want to achieve1.Set Specific Goals. Your goal must be clear and well defined.
2.Set Measurable Goals. Include precise amounts, dates, and so on in your goals so you can 3.measure your degree of success.
4.Set Attainable Goals. Make sure that it’s possible to achieve the goals you set.
5.Set Relevant Goals.
6.Set Time-Bound Goals……..
Thank You!
helpfull