This form is a part of the REFRAME basic analyser work and uses the same format of the Seven Expectations to work change
[form]
The Seven Expectations Goal Checklist
Who is this goal being worked for?
[list,goalfor]
[option,select,Select which is true for your goal,checked]
[option,me,this goal is about me and for me]
[option,others,this goal is for others to change]
[option,onlyme,I realise that only me can work on me so its for me]
[option,onlyme2,I cannot set goals for others to work on or change so its for me]
[/list]
Please explain what your GENERAL GOAL is...
[textarea,explain,3,70,Enter in here...]
NoW Determine the PRIMARY Role in which you will work Your goals. Remember that Goals are about changing the future or present NOT the Past as the PAST cannot be changed. You're not in control of such, much less other people and their choices.
[list,primaryrole]
[option,0,Choose your Role]
[option,consumer,Consumer - It's about me receiving or not receiving]
[option,supplier,Supplier - It's about me giving or not giving]
[option,bothroles,It involves both roles but Supplier more than Consumer]
[option,bothrolesb,It involves both roles but Consumer more than Supplier]
[/list]
Using the Sentence Completion, and being aware of which of the three main areas you seek to influence, complete one or more of these sentences. Remember the role you decide to work this goal with, because that will influence the terms in which you couch your outcome. Consumers want to receive or not receive, Suppliers want to give or not give. Sort your specific goals in terms of priority then do a sentence for each specific goal you seek. Each may require its own schedule in this format.
The General Result I seek is
[text,sentcomp,80]
The Expectations below are the tools for just how that is going to be in terms of actions, physical and emotional feelings, and observable clues of progress.
RESPONSE = The Results
Response now becomes what you expect in terms of RESULTS. Using the general statements in the completed sentences, spell out in specifics what results you seek. . You decide whether you are seeking a NEW result (unusual) or the OLD result (usual or how things used to be).
Here are 6 specific steps (if you need less that's ok)
Describe them as realistic actions you will carry out
- 1. [text,1ststep,80]
- 2. [text,2ndststep,60]
- 3. [text,3rdstep,60]
- 4. [text,4thtstep,60]
- 5. [text,5thtstep,60]
- 6. [text,6tstep,80]
- Other Steps [text,otsteps,70]
AGREEMENT = The guiding principles
Agreement now becomes the belief(s) or principles by which this goal will be sought and the atmosphere in which it will be conducted. Do the other people know what they are? Does any third party observing know what they are? Using the same general statement, spell out just what the key principles are that will guide your project. You decide whether you stick to your usual principles or whether you need to employ new unusual ones. Determining what is most important for you will drive a great deal of what you will work for in terms of Response.
[textarea,principles,3,70,These are the principles and values with which I will work these goals...]
ALTERNATIVES or problem solving
Alternatives becomes the problem-solving section where you identify possible problems and devise or negotiate strategies to overcome them should they arise. You can always come back to the plan to alter it and adjust it to match what reality is presenting. You decide whether you need to use new (unusual) strategies or keep using the old ones (usual). Analysis of a problem; targeting what can be changed or not changed; breaking it down into practical steps; monitoring progress is a mini-goal setting and execution tool.
NINE problem Solving Steps
1. What small steps would show that you were inching towards the goals?
[textarea,smallsteps,2,70,My small steps are...]
2. What do you need to do first before the final goal is possible?
[textarea,dofirst,2,70,Before the goal can be completed I need to...]
3. How many weeks or months do you think it will take to reach your goal? What one or two things should you do first?
[textarea,onetwothings,2,70,The one or two things I need to do first are...]
4. What would be the first sign that you are making progress?
[textarea,firstsign,2,70,The first sign I am making progress would be...]
5. If this were a friend's goal, what would you advise him or her to do to get started?
[textarea,friendsgoal,2,70,I would tell my friend to...]
6. Are there one or two smaller changes that would make you feel better and let you know that you are on track?
[textarea,ontrack,2,70,One or two smaller changes to let me know I'm on track would be...]
7. Have you broken your goal into a number of smaller steps? [list,goalbroken]
[option,none,No I have not done it yet,checked]
[option,yes,Yes I have broken it into smaller steps]
[option,help please,No I would like some help with this]
[/list]
8. Are your specific goals observable? [list,goalobservable]
[option,no,No my goals are not observable,checked]
[option,yes,Yes they are observable]
[option,help please,No I would like some help with this aspect]
[/list]
9. How will you know if you're making progress?
[textarea,progressident,3,70,This is what I will use to check my progress...]
UNDERSTANDING or the driving seat
From here you check off whether or not you feel you understand the higher three expectations and whether or not you feel you understand on the lower three expectations. You decide whether you feel you understand upper and lower expectations (usual) or whether you need a new understanding of them (unusual). Understanding is the opposite of confusion. This is the Adult in you discerning what can be controlled and what cannot be controlled and who controls what. Questions are the chief tool for obtaining understanding, getting a clear context is the best way to receive their answer.
WILL your goals involve changing things within your control?
Similarly, you should not set goals that are not in your control. For example, if somebody else decides job promotions where you work, a goal to become manager of your department is not really under your control. If you want to be manager, you might set goals such as improving your work performance and meeting with your supervisor to clarify what performance standards you need to achieve to be considered for promotion.
Setting goals that are under your control means that you have a good chance of reaching them. In the work example, you cna probably find out what expectations your supervisor has for the department manager and you can probably meet them. Hopefully, you will feel a sense of satisfaction as you improve your job performance. However, a manager position may not become available or a relative of the company's owner may be appointed to the position despite your best efforts.
[list,goalcontrol]
[option,select,Select which is true for you,checked]
[option,me,My goal involves me trying to make changes outside of my control]
[option,others,My goal involves others making most of the changes]
[option,onlyme,My goal involves me making changes largely within my control]
[/list]
WILL your goals be realistic?
Some goals would be nearly impossible for anybody to achieve. For example, a goal of being a millionaire by the end of the year if you currently have no savings and a job that barely pays the bills is probably not realistic.
Most of us wouldn't set a goal like this, but we often do set goals that are equally unrealistic. For example, some people who are anxious set a goal "never to feel nervous again" Since all people feel nervous sometimes in some situations, this is not a realistic goal. It would be more realistic to set such goals as "To get only as nervous as the average person" "to be able to fly in an aeroplane without having a panic attack" and "to get over a fear of public speaking." These are realistic and achievable goals.
Similarly, it can be unrealistic to stop all negative thoughts. If you want to be less self-critical, for example, you could set a goal such as "To criticise myself less" or "To give myself as much credit for my successes as I give for my mistakes." It is unlikely that you will be able to completely stop being self-critical; all of us are self-critical sometimes - and that can be good for us in small appropriate doses.
[list,goalreal]
[option,select,Select which is true for you,checked]
[option,me,this goal is realistic and is about things within my control]
[option,others,this goal is for others to make changes]
[option,onlyme,I began thinking unrealistic but now switching to realistic]
[/list]
What will be different in your life with these goals being Actioned?
[checkbox,sociallife] My relationships and social interactions will be different
[checkbox,emotions] My moods and feelings will be different
[checkbox,behaviours] My behaviours will be different
[checkbox,habits] My habits will be different
[checkbox,physicalenviron] My surrounding physical environ will be different
[checkbox,career] My working life will be different
Other things in my life that will be different
[textarea,difflife,3,70,This is what'll be different in my life...]
BLAME/CONTROL as Responsibility
This is about WHO does what, who is responsible for what part of your plan. IF its you, you need to check whether you are trying to change things you are not responsible for in terms of change. Or whether you are trying to control something you are not in control of. IF you are working this in a consumer role, then who is responsible? Do you ask or seek for someone new to assign responsibility or are the usual people responsible? IF you are working this in the supplier role, then are you in control (unusual) or are others in control (usual)? Draw a responsibility pie and assign percentages or portions of responsibility so you do not take all of it to yourself.
[textarea,blamecontrol,3,70,This is who is responsible for what part of the plan...]
PRIORITIES as first things first.
This is about what is most important, and the order in which it is done. It's about identifying the next KEY step to take that will move you closer to your goal. Sorting out the tasks using a prioritising tool based on the goal statement as guide may be helpful. Will it be you decide the order of events or will it be someone else? What will the order be of the things that YOU control? This booklet contains two prioritising tools for goal setting.
This is when I intend to get started on this
[text,started,60,Date: Time:]
This is when it will be completed
[text,completed,60,Date: Time:]
To make my goal effective this is how I will anchor it specifically in time
[checkbox,hourly]Hourly
[text,hours,60] What hours of the day?
[checkbox,mornings] Mornings
[text,mornings01,60] Which mornings?
[checkbox,afternoons] Afternoons
[text,afternoons01,60] Which afternoons?
[checkbox,evenings] Evenings
[text,evenings01,60] Which evenings?
[checkbox,daily] Daily
[text,daily01,60] Which days?
[checkbox,weekly] Once a Week
[text,whichday,60] Which day of the week?
[checkbox,monthly] Once a Month
[text,daymonth,60] Which day of the month?
FEEDBACK or monitoring progress
Feedback is what you monitor in terms of key identifiers that you are moving visibly towards your goal. If you do not obtain feedback from the progress, you will not know when you are nearing completion. It's about whether or not you have identified the key indicators of progress or whether you have not. Various assessment sheets for targeting emotions or behaviours are available.
Here are some of the observable/visible clues that will show me (or others watching) I am making progress on this goal.
Describe them as things others could hear or see if they were with you
- 1. [text,1stclue,80]
- 2. [text,2ndclue,80]
- 3. [text,3rdclue,80]
- 4. [text,4thclue,80]
- 5. [text,5thclue,80]
- 6. [text,6thclue,80]
[checkbox,send copy]Check this box for an email copy to be sent to you of this work
[submit,SEND this Work][reset,Start Over again]
[/form]
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