PERSONAL DEVELOPMENT
Rich Dad Poor Dad
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The 21 Indespensable Qualities of a Leader
Today The First Day of The Rest of  
Your Life Zig Ziglar
To help you become successful and to achieve your goals, follow the below steps:
1
. Specify what you want clearly-
Your goal has to be clear and specific. To get to a certain place, you first have to know where you are
headed exactly.
2.
Your goal has to be realistic and achievable-
Can you imagine yourself sitting down and saying you want a million dollar by tomorrow without doing
anything to get it? Can you imagine yourself winning the lottery without first buying the ticket? This
would be illogical and unrealistic, despite the fact that you have specified clearly what you want.
Always make sure that your goal is realistic after your specify your goal.
3.
You should have a burning desire-
How can you achieve your goal if you don’t have strong burning desire to get it? When you set your
goal, you should have a strong desire to achieve it and that no one can stop you.
4.
Visualize and live your goal-
When you define your goal, try to see all the details and visualize yourself living it as often as you can.
Visualization is very crucial and has powerful effects. Napoleon Hill says, “What the mind can conceive,
and believe, the mind can achieve,” so make sure you spend some time daily focusing and visualizing
your goal as if it is happening already.
5.
Write down your goal-
Studies show that written goals on a piece of paper are stronger than goals that are only in the mind.
Studies also show that those who wrote their goals down have accomplished a lot more than those
who did not write their goals, so get into the habit of writing your goals down.
6.
Specify time frame-
Can you imaging a swimming competition or a football match that does not have a specific time?
You have always to specify the date of when you want to accomplish your goal. The time frame has
to be realistic and based on your abilities.
7.
Take action-
Now it is time to take action. The first step is usually hard, but once you take the first step, you will
get used to it. Learn to take the first step without hesitation or delay.
“Your living is determined not so much by what life brings to you as by the attitude you bring to life;
not so much by what happens to you as by the way your mind looks at what happens.”
Kahlil Gibran


Setting Smart Goals

The letters broadly conform to the words Specific, Measurable, Attainable, Relevant and Time-bound.
.
Developing
SMART goals
Paul J. Meyer describes the characteristics of S.M.A.R.T. goals in Attitude is Everything.
Specific
The first criterion stresses the need for a specific goal rather than a more general one. This means
the goal is clear and unambiguous; without vagaries and platitudes. To make goals specific, they
must tell a team exactly what is expected, why is it important, who’s involved, where is it going to
happen and which attributes are important.
A specific goal will usually answer the five "W" questions:
What: What do I want to accomplish?
Why: Specific reasons, purpose or benefits of accomplishing the goal.
Who: Who is involved?
Where: Identify a location.
Which: Identify requirements and constraints.
Measurable
The second criterion stresses the need for concrete criteria for measuring progress toward the
attainment of the goal. The thought behind this is that if a goal is not measurable, it is not possible
to know whether a team is making progress toward successful completion. Measuring progress is
supposed to help a team stay on track, reach its target dates, and experience the exhilaration of
achievement that spurs it on to continued effort required to reach the ultimate goal.
A measurable goal will usually answer questions such as:
How much?
How many?
How will I know when it is accomplished?
Attainable
The third criterion stresses the importance of goals that are realistic and attainable. While an attainable
goal may stretch a team in order to achieve it, the goal is not extreme. That is, the goals are neither
out of reach nor below standard performance, as these may be considered meaningless. When you
identify goals that are most important to you, you begin to figure out ways you can make them come
true. You develop the attitudes, abilities, skills, and financial capacity to reach them. The theory
states that an attainable goal may cause goal-setters to identify previously overlooked opportunities
to bring themselves closer to the achievement of their goals.
An attainable goal will usually answer the question:
How: How can the goal be accomplished?
Relevant
The fourth criterion stresses the importance of choosing goals that matter. A bank manager's goal to
"Make 50 peanut butter and jelly sandwiches by 2:00pm" may be specific, measurable, attainable,
and time-bound, but lacks relevance. Many times you will need support to accomplish a goal:
resources, a champion voice, someone to knock down obstacles. Goals that are relevant to your boss,
your team,
your organization will receive that needed support.
Relevant goals (when met) drive the team, department, and organization forward. A goal that
supports or is in alignment with other goals would be considered a relevant goal.
A relevant goal can answer yes to these questions:
Does this seem worthwhile?
Is this the right time?
Does this match our other efforts/needs?
Are you the right person?
Is it applicable in current socio- economic- technical environment?
Time-bound
The fifth criterion stresses the importance of grounding goals within a time frame, giving them a target
date. A commitment to a deadline helps a team focus their efforts on completion of the goal on or
before the due date. This part of the SMART goal criteria is intended to prevent goals from being
overtaken by the day-to-day crises that invariably arise in an organization. A time-bound goal is
intended to establish a sense of urgency.
A time-bound goal will usually answer the question:
When?
What can I do six months from now?
What can I do six weeks from now?
What can I do today?