Realizing who you are, where you are going, how you will get there and when.

Irene Soti: Founder, Nairobi Fashion Runway & Talent Consultant, Duma Works. 

‘If you don’t know where you are going, how will you know when you get there?’ 

Accurate self-assessment of development needs leads to identifying clear objectives for development.

Objectives can be short, medium, or long term (one week, six months, ten years). They can be small or large, easily achievable, or requiring considerable effort and even personal sacrifice to achieve them.

When writing objectives it is most important to avoid woolly phrases and to ensure that it will be clear when the objective has been achieved.

There are a number of approaches to writing objectives, but one which is simple to remember is to be sure that your objectives are SMART.

There are a number of different interpretations of the SMART acronym. The following is just one example:

Specific – objectives should outline clearly and precisely what is required. Usually includes a rate, number, frequency, or percentage as a guide or target

Measurable – or at least assessable so that an objective judgment can be made of how well the individual has performed against the objective.

Achievable – objectives should be designed to stretch the individual, but it’s important that failure is not built into objectives. The employee and the manager should agree to the objectives to ensure commitment to them.

Results-centred – it is important to focus on outcomes rather than the means of achieving them.

Time-bound – by what date must the outcome be achieved?

It's about that time when you want to sit down and figure out your dreams, assess them, and draw clear objectives of how you will come to pass.

The only thing standing in the way of your success is you.