Purpose of Planning and Goals

We plan to obtain goals. Adequate planning helps to achieve goals realistically. A plan is a map of objectives that must be accomplished to reach a goal, or simply–a plan of action. A plan of action is set in motion to provide the framework for achieving goals. Task management describes the details of a project. Achieved goals are the final succession. Goals can be based on consumer demand, empirical data, new ideas and basic functions of the workplace. Obtained goals are how productivity is measured, renders information for making future modifications and provides a platform for setting new standards. 

The responsibility to oversee that all goals are met generally falls to a manager, therefore, it makes good management sense to know where you’re going and how you plan to get there. Managers who elect to not develop goals and have little foresight into delineating plans will inevitably promote additional workplace stress, job dissatisfaction and varied output. Good managers know to set goals, contrive plans and oversee tasks. Effective managers also know what to anticipate to make goals happen and how to inform and/or involve employees. In a nutshell, all involved with executing plans have an understanding of the purpose and their role in relation to accomplishing goals.

Types of Goal Setting

In order to approach goals in an effectual way, begin by starting them in the right order. This is one more place where decisions appropriately begin at the top and work their way down. Goals should be set up as long, short and immediate.

Long term goals are first in line. Knowing where the company is headed in the future is a vital part of organizational goals. Decisions on the organization’s direction must be identified and brought to the table as goals. Relevant elements, such as a mission statement, are also incorporated into goals. Goal setting at this stage provides direction and is essential to the foundation of the organization. Too often short term goals are mistaken and replaced for long term goals. Be advised, avoid long term planning and you will be chasing after operational details. You and your organization will function significantly smoother with the direction provided by long term goals. Long term goals can be modified in the future, and should be. Goal improvements play a key role in staying competitive.

Short term goals are those that should be met in a matter of weeks to months. For each goal needing to be met, there should be an accompanying detailed set of plans. Attempting to include all angles of tasks are additionally ideal. Task setting allows for projecting timelines for completing goals. Establishing tasks is also helpful in defining expectations for those involved with projects. Short term goals have the added value of allowing employees to be involved with planning. Only include employees in this action after you have had the chance to clearly define a list of plans and goals that are expected to happen. Knowing your objectives up front will allow your employees to approach plans for tasks without moving away from the results of the said goal. Involving employees when you can, affords them the opportunity to become vested in projects and generates greater enthusiasm and commitment toward the outcome.

Immediate goals are those that need to be met right away and have a degree of urgency for completion. The type of planning required is high priority status. This area provides another useful opportunity to include input from employees about a course of action. Immediate goals also offer the benefits of quickly producing results. This area can be a form of additional motivation to all workers when results can be seen rapidly, allowing employees to get the boost they need toward bringing other projects together. Overall, immediate goals offer small rewards toward larger goals. The best advantage a manager has throughout immediate goals is that they occur so frequently expertise in the area is bound to follow.

It is essential a manager knows how to prepare, handle and get results. More importantly, knowing how to bring all project components together in a workable manner. Being highly organized not only helps you have an edge on quality assurance, it also helps keep a handle on overcoming obstacles that are bound to develop along the way. By properly implementing the use of goals, unfailing success should be right around the corner.

The more you understand yourself, the more you’re in control. If you’re easily set off by other people, adapting your response may be very helpful in bringing about the outcomes you want. If someone at work always seems to know exactly what buttons to push and you’re left wondering how it is you lose control or are easily set off, try adjusting your approach. Allowing others to set you off essentially says someone else knows you better than you know yourself.

Even if you’re not the boss, reward behavior you want to see repeated. Whenever you encounter a behavior you want to see more often, make a point to praise it. The more a behavior is conditioned, the more it is likely to be repeated. If a person makes a good suggestion, does a nice deed or puts forth a great deal of effort toward something, take time to offer praise. Anyone appreciates hearing good remarks, and genuine comments mean a lot.

Ignore behavior that you don’t want to see repeated. If you’re focusing on behaviors you want to see repeated, ignoring ones you don’t like will offer subtle hints of disapproval. Silence can have an impact whether you realize it or not. The only exceptions should be behaviors that are unacceptable or destructive to the organization. These scenarios warrant a discussion with the employer and should be reported to your immediate supervisor. Remember, you didn’t ask to be put in a situation to witness this type of behavior and if a colleague is careless or inconsiderate enough to display this in front of you, s/he shouldn’t go as far to expect you to look the other way. Additionally, you don’t want to be discovered at some point having observed blatant unacceptable workplace behavior and not have taken proper action. Let the behavior be about the person exhibiting it, not about you.

Confront a behavior that has rubbed you the wrong way or was unnecessary in private. Embarrassing someone in front of others introduces another element and takes away the importance of the issue. Dealing with an issue in private helps to make the discussion about the issue at hand. Even if the person has publicly embarrassed you, resist the temptation to return the favor. Challenging someone in public or out in the open for others to hear won’t do a single thing to stop the behavior. Always opt for a private discussion and remember to treat the person in a way you would like to be treated. If the behavior has somehow angered you to the point you don’t feel you can have a civil conversation, wait until you have collected yourself from the incident.

Approach a confrontation by asking, not telling. Ask questions using “how” and “what.” “Why” can encourage defensiveness or cause a person to feel s/he needs to justify an action. “How” and “what” are open ended questions that are less threatening and establish a format for exchanging information. “How” and “what” allows your question to appear you are trying to understand a person from his/her perspective. “Why” makes it seem a person owes you an explanation.

As difficult as it may be at times, remember not to take a colleague’s behavior too seriously. In the big picture your own behavior is what counts and being caught up in someone else’s won’t benefit you in the long run. Act, not react to situations. By trying some of these approaches you will help yourself not be bothered by difficult colleagues and have a better way to handle awkward situations.

That doesn’t mean that you arrive for an interview with a brand new haircut. One shouldn’t look that eager too. It’s better to have an air of normalcy about you. Another way to decide on your clothes is to put yourself in the place of your prospective employer and then try to visualize what they would expect the candidate to be dressed like. We would also advice you to wear comfortable and well ironed clothes. That way, you can radiate an air of organized efficiency.

It’s also important to pay attention to creating a positive body posture, You should practice sitting and walking straighter. One should never slouch while appearing for an interview (and otherwise too!). Drooping shoulders and a round back are always taken as a sign of lethargy and ineptitude. If carrying a suitcase or a handbag, place it on the floor to avoid the possibility of appearing to crouch protectively in your chair.

Learn to shake hands positively and firmly; and to maintain eye contact for while talking to others. Learn to talk in a relaxed manner without sounding too familiar. All this may sound like too long a list but believe me, the more bitter the practice, the sweeter is the result.

At the end of this session you should be prepared to answer questions on your skill level, educational qualification, work experience, objectives, inclinations, likes and dislikes. You should also note down specific examples you can cite in support of your statements. For example if you say that ‘you compiled a report on customer expectations’ in your last position, then you should be able to quote some findings from that report.

Before we discuss some common opening questions and how they should be answered, here are some vital points to keep in mind while answering the questions:

- Be truthful. Don’t exaggerate or try to present yourself as someone you aren’t and never can be. It’s best to give a clear but positive picture of yourself to the interviewer.

- Take the interview as a conversation between equals. Even if you are appearing for a junior position, don’t be overtly humble at the interview. You are offering your time and energy to the company. The reverse is also equally applicable. Don’t be too aggressive, even if facing an overbearing interviewer. Stay calm and level-headed and remind yourself that no matter what the outcome, the world won’t come to an end with this interview.

- During the initial questions be brief but friendly. Avoid being casual or too informal. This is the time when the interviewer is sizing you up, it pays to act in a professional manner. It is also a good idea to take you cue from the tone set by the interviewer.

Interviewers generally open interviews with certain seemingly casual questions like:

    – Please tell us something about yourself?

This is just an opening question so don’t launch yourself into a long narrative. It’s a good idea to mention your educational qualifications and work experience, emphasizing on special skills and area of expertise. Don’t mention personal details like age, family, etc. unless specifically asked to do so.

    – What is your educational background like?

Here you can elaborate. Mention years, subjects and achievements. Keep to facts, and the right facts at that.

    – What are your professional qualifications?

Make your answer is +a constructive one. Questions of this nature are asked to judge whether you have the required qualifications and skills. First of all mention the qualification that has led you to the field to which the job relates. Emphasize the skills that you acquired there. Then move on to other qualifications (which might be general or related to other areas) and try to bring out the fact that you are capable of becoming interested in a wide range of subjects.

    – Please tell us something about your previous work experience?

Here the interviewer is looking to gauge your experience and skills as well as whether you were successful in your previous positions. Try to answer keeping in mind the requirements of the job which you are trying to get. For this purpose, you should mention not only what you did but the learning you had, the training you underwent and any special skills that you picked up.

These general questions often lead to one or two in-depth questions like:

    – Why did you choose such and such subject to graduate in?

Obviously, this question will be asked if the subject belongs to the filed in which the job lies or if the scope is entirely different from the your area of specialization. You’ll have to reply accordingly. You can take this opportunity to bring up the point that whatever you do, you try to learn as much as you can and apply it in as many ways as you can on your job.

    – Why did you choose such and such line to start your professional life?

Here’s an opportunity to explain why a particular field attracts you, be it the lure of variety, novelty, prestige or success. Also explain the choices you made and how they influenced the growth of your career.

    – What were your main responsibilities in your last job?

Here, the interviewer is looking to ensure that you have enough experience and expertise to fit the new role that will be assigned to you. Any such question also seeks a response on your leadership abilities and inter-personnel skills. You should demonstrate your capabilities by citing specific assignments and your achievements while working on them.

From here on the interviewer could move on to job-specific questions like:

    – Why would you like work with us on this job?

Such a question is asked to judge your level of enthusiasm for joining the company and for giving up your present job for the new one. At this point if you can show that you’re genuinely interested and if your your answer shows that you have done your homework, then it’ll  certainly be a point in your favor. You can then cite reasons like high turnover, favorable market reputation, better facilities and other such reasons to show why you are interested in joining that company. If the new job represents a logical progression from your present job, then you can also point that out to the interviewer.

    – What qualities would you look for in a candidate for this position?

Though this question may sound very cryptic, the interviewer obviously wants to know if you recognize the fact that you’ve all the requisite abilities to handle the job. If in your reply, you can list the qualities and qualifications that you possess and then show how they can make a candidate successful on the job, then you’ll be doing yourself a great service! Remember to enumerate managerial, organizational and inter-personnel skills along with other qualities.

    – Why do you think we should hire you for this position (and not anyone else)?

This is a slightly tricky question. In reply you have to ‘market’ yourself, point out that you are quick learner and flexible enough to adapt to quickly changing circumstances. Highlight those skills and experiences which might put you a notch above the other candidates.

    – Can you give us some examples from your past experience to show that you tackled a related situation successfully?

Be very positive and bring up relevant examples from your previous work experience and demonstrate your achievements in face of adversity. Even if you have never worked professionally, don’t answer negatively. Try to think of some example from your academic life. You can even cite as an example any social work you may have done elsewhere. You can answer such a question successfully if you’ve thought about it before the interview.

    – What do you think are your greatest strengths?

List your positives without sounding boastful or pompous. Don’t exaggerate and don’t use negative words. For example it’s better to say ‘I’m always punctual’ than saying ‘I’m never late for an appointment’. Try to enumerate your best assets without sounding as if you’re trying to sell yourself. A difficult task but with a bit of practice it can be done. It’d be a good idea to practice this with a friend who can comment on how you come across.

    – What do you think is your greatest weakness?

Once again the key to this rather silly question is replying positively. You may have many faults but you don’t have to share them with the interviewer(s). You are there to show them that you are the best possible option for the job, so it doesn’t make any sense to give any negative feedback on yourself. It’s best to say that you know of no weaknesses that’d hinder on you on this particular job and leave it at that. If the interviewer insists on some other answer you can point out that we all have out faults, the important thing is to learn from our failures and other people’s feedback.

    – What are your short-range and long-range career goals?

The objective here is to show that your short term and long term career objectives match the objectives of the company and are not contradictory to its objectives. An answer, which tells the interviewer about the role you wish to play in the company’s growth and the responsibilities that you are looking forward to share, is sure to be appreciated. Personal growth, enhanced learning skills, technical progress are some good  phrases to use if they apply to your situation.

    – How are you preparing yourself to achieve them?

Reply by telling the interviewer about the latest workshops, conferences or training sessions you may have attended. Show how you’ve kept abreast with the technology and what are your future plans. One thing that you can always point out is that joining the company would be a step in the right direction.

    – What would you say are some of the basic factors that motivate you to perform better at a job?

Don’t forget to be positive here also. You can cite factors like co-operative team members, healthy work environment, attractive remuneration, better facilities, incentives etc. Learn to avoid phrases like ‘I find it difficult to work with a large team on a rush job…’.

Then, the interviewer may ask some questions that might reflect on your research abilities:

    – What do you know about our company?

Let the fact that you’ve researched the company’s background show in your answer. Mention facts and figures, you can even quote sources. You should be able to point at least a few positive aspects without floundering.

    – What do you know about the team that you would be working with?

Even if you haven’t succeeded in getting the exact answer to this question before the interview, you can say something positive like ‘I know that I’ll be working with the best people in the industry..’ and so on.

    – Are you looking for a position in a company of a certain stature? Why?

Even though it may sound as if the interviewer is talking about a company other than his/her own, the truth is that he wants to find out if you think that the company is a worthy one and whether you’re happy about joining it.

    – What are your expectations from this field/job?

Don’t be vague in reply to this question. Remark clearly on your expectations. For example you might be eager to learn a particular aspect of your line, you might be willing to take on more responsibilities and get promoted to the next level.

More often than not, a couple of trick questions are asked to see how the candidate tackles them:

    – Why did you switch careers?

As always the mantra is ‘be positive’. The interviewer is trying to find out if you are uncomfortable in certain situations or if you find it difficult to cope with deadline pressures. For example, if you left your previous job due to an argument with the boss and say so now, it’ll jeopardize your chances of getting this new job. Further more, one should never malign one’s previous boss or company, that would give the interviewer the impression that tomorrow you could do the same about him/her to some third party. It’s best to see if some non-controversial reason could have spurred you to look for a new job like looking for a better work environment, more responsibility etc. We are not suggesting that you lie just to get a new job, only that you explain any problem in an impartial manner.

    – Why did you leave school without finishing your education?

There could have been many situations that prompted you to have done that, If it was financial, you can briefly mention it and point how you applied yourself to more constructive tasks like taking on various summer jobs etc. Be honest but don’t be ashamed of your background.

    – What would you do to deal with a rude and impertinent superior/colleague/junior?

It’s safest to dig a bit deeper and try to list the causes of why a particular person could be behaving rudely with you. If it’s something you can help out with, then obviously you’d try to do that. On the other hand if it was your fault, you’d try to mend your ways. You can always mention the fact that you’d try to remain calm and composed in all situations.

    – Suppose you were asked to relocate for a particular assignment at a very short notice, what would you do the?

The question may be completely rhetorical or it may apply well to the job. You’ll have to reply accordingly. If it entails such decisions then you’d have already considered it and must reply accordingly.

And so the list of questions go on. Depending upon whether you are a appearing for your first job or if you have a number of years of working experience behind you, the questions and the expectations will also change. A word of warning, just because you are a fresher, don’t take it for granted that you can get away with being vague. The competition out there is so stiff that there could always be someone just like you who gets in on the basis of better answers.

However, we’ll all accept is that an interview is an excellent aid to making choices. An organization can pick and choose a suitable prospective employee from among the many candidates that are invited to the interview. The candidate, on the other hand, can judge whether the job requirements and offer comes up to his or her expectation or not. An interview is, therefore, a formal means  for the prospective employer and employee to get acquainted with each other before entering into any agreement.

Like many other modern business practices, selection interviews just can’t be done away with. Whether it’s a telephonic interview or a face to face meeting, it remains the most convenient way of judging and selecting the right people for any organization.

Can one learn the art of coming at the top in even the toughest of interviews?

Like many other arts, this art can also be learned and practiced till one is ready to sail through any interview at any location and in any circumstances. There is no one set way of responding at an interview. What is needed is a positive attitude; and faith in the belief that an interview is not a torture session but a constructive activity. To succeed, one has to develop self-confidence, do one’s homework thoroughly and prepare in advance for all possible situations.

However, with proper guidance, this seemingly arduous task can be made manageable. The tips provided here can go a long way in helping you in being successful.