Topic 5 The Goal Setting as Part of the Decision Making Process

Many people, regardless of their knowledge, specialty, experience and expertise, have problems in setting goals and making decisions.

Depending on the time required for their implementation, career goals can be divided into:

  • Short-term;
  • Mid-term;
  • Long-term.

The issue of time required is strictly individual for each client – some clients feel comfortable setting long-term goals for a one-year period, while for others the long-term goal implies a period of 5 years and one-year goals are perceived as medium-term.

The more important thing here is how people define their goals. This could help them to understand how deeply they are connected to this goal or there might be other goals behind the first goal.

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An effectively drawn goal can be described by the RUMBAS model – an acronym that includes the most essential elements and characteristics of the goal – it should be:

  • Realistic – the goal may imply a moderate level of difficulty and could be achievable in general, but it must be achievable for the specific person. For example – going in the open space (cosmos) is a realistic goal in general (it is technically possible) but might not be realistic for a certain person for many reasons;
  • Understandable – it must be possible for the goal to be formulated, conveyed, and understood by others;
  • Measurable – change and progress in achieving the goal should be possible to be monitored and measured;
  • Behavioral – the goal should include steps for action for the person;
  • Achievable – the goal is realistic and can be achieved by the client;
  • Specific – the goal should be able to be described using one or more traceable behaviors. It should be formulated in a concrete way, not in an abstract way. Instead of using adjectives and abstract description, people should be encouraged to use verbs, nouns, measures and so on.

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