Reach Worthy Goals

Question 0

What are the antecedents to developing personally relevant social power?

Answer 0

1. Reframe “existence bias” to see positive thinking aspect;
2. Understand “what ought to be” relative to “what is”;
3. Identify how to get person to create a “condition of worth” that realistically support perceived social power;

Question 1

What are still me key ingredients needed in a plan to achieve personally worthy & challenging goals?

Answer 1

1. Idea of social power
2. Autonomous motivation
3. Self-efficacy
4. Self-determination
5. Self-regulation
6. Order

Question 2

What are some barriers to developing personally relevant social power?

Answer 2

1. Status quo bias

2. Rationalizing

Question 3

In general, how do people approach objects?

Answer 3

On basis of their usefulness (goal-relevant object)

Question 4

What is exhibited more in social power persons than low social power folks?

Answer 4

1. Goal-directed behavior
2. Stronger link between goals & observable behavior;
3. Greater action in pursuit of chronic & temporary goals

Question 5

How do you reach your performance goals, effectively?

Answer 5

1. ID wanted outcome/goal
2. Compare “what is” to performance needed for goal attain
3. ID needed input/instrumental objects to generate wanted output (behavior)
4. Adjust performance as needed
5. Evaluate the disturbances in performance

Question 6

What are some performance issues that affect goal pursuit?

Answer 6

1. Disparity (what is & wanted goal); stop or continue;

Question 7

How help people to perform better?

Answer 7

1. Enhance self-regulatory skills to overcome or avoid failures
2. Monitor own learning progress & outcomes
3. Reviewing performance, see how go forward
4. Help learn from errors without becoming discouraged

Question 8

Two aspects of goals must be understood to help develop goals & plans?

Answer 8

1. Higher-order goals
2. Lower-order goals
3. Higher order goal pursuit is facilitated by lower-order goals;
4. Higher order goals lead to lower order goals

Question 9

How does goal-setting influence a person’s performance?

Answer 9

1. Allocate attention where set goals
2. Increased effort & time toward task;
3. Determines strategies use to accomplish goal;
4. Directs behavior;

Question 10

When are people more accepting of negative feedback?

Answer 10

1. When process-oriented rather than outcome-oriented
2. Pose questions that allow clients to generate own feedback about the PROCESS that led to outcome (negative process feedback)

Question 11

When does feedback regardless of positive or negative decrease task performance?

Answer 11

1. When directed at person “you are a good performer” rather than directed at the task “you performed that task well”
2. Focus on task NOT the person
3. Don’t draw attention away from the task goals & places emphasis on higher-order self-goals