Self Introspection Analysis - An HR Tool

Host Dept PRO Client Dept HRD
Reference Behavioral Analysis tool

Document Name Self Introspection & Goal Setting Exercise
Self Introspection Tool (SIT) Session

HRD Counseling Tool
Character
When we hire somebody, we always look at their background and skills, but when we fire somebody it almost always has something to do
with their character. It rarely has anything to do with their skills.
People of higher character generally do better as employees than people of lower character who cost more in terms of money, hassle and
time."
Character requires equal parts integrity, responsibility and a generosity of spirit.
Integrity focuses on honesty and a willingness to be unpopular in the interest of sticking with principles.
Responsible people are committed, follow through and hold themselves accountable, while those with a generosity of spirit are
compassionate and willing to go the extra mile. People with those characteristics succeed because they set high standards for themselves
and stick to them.
The way your life turns out is a reflection of your decisions, and your decisions are a reflection of your standards
If our standards are nonexistent or very poor, we are going to have some very poor decisions.
Optimism
Optimism fosters a Positive Outlook
Research shows that if you're optimistic you're going to live about 20 percent longer and be exponentially healthier.
Research shows that in Business Organizations optimistic people are about 50 percent more productive."
How would other people Rate you? When they relate You with Your ..< Factors that Influence ones Life >
Perceptions about You
on Critical Factors
Past Present Future
that Influence ones life Aggregate Rating Aggregate Rating Aggregate Rating
Personal Life Rating (Out of 10) Rating (Out of 10) Rating (Out of 10)
Family & Friends Explain Rationale? Why I rated N? Explain Rationale? Why I rated N? Explain Rationale? Why I rated N?
Professional Life Rating (Out of 10) Rating (Out of 10) Rating (Out of 10)
Organization/Dept, People
Explain Rationale? Why I rated N? Explain Rationale? Why I rated N? Explain Rationale? Why I rated N?
you Report to, Peers
Page 1 of 16
What others would Rate you? if they assess Your ..
Money/Financial Past Present Future

Freedom /Security
Family
On the
Personal
Front
Friends
Organizati
on
/Departme
nt
On the People
you Report
Professional
to
Front
Peers
/Colleague
s
Page 2 of 16
What others would Rate you? if they relate You with Your .
Reputation/ Past Present Future

Recognition/Fame
(You have earned/gained)
Family
On the
Personal
Front
Friends
Organizati
on
/Departme
nt
On the People
you Report
Professional
to
Front
Peers
/Colleague
s
Page 3 of 16
What others would Rate you? if they relate You with the.
Respect Past Present Future

(that You command/
You have earned)
On the Family
Personal
Front
(Do they
respect you
what you are?) Friends
Organizati
on
/Departme
nt
On the
Professional
People
Front you Report
(Do they
to
respect the
Professional in
you?)
Peers
/Colleague
s
Page 4 of 16
What others would Rate you? When they think about your Work .
Dignity Past Present Future

(in your Work)
On the Family
Personal
Front
(How they look
at your
work/career?) Friends
Organizati
on
/Departme
nt
On the
Professional
Front People
(Have You you Report
Shown/ to
demonstrated
Dignity in Your
Work?)
Peers
/Colleague
s
Page 5 of 16
What others would Rate you? if they assess Your .
Self-Development Past Present Future

(positive developments in
your personality, behavior,
attitude, knowledge,
expertise etc.)
Family
On the
Personal
Front
Friends
Organizati
on
/Departme
nt
On the People
Professional you Report
Front to
Peers
/
Colleagues
Page 6 of 16
What others would Rate you? if they assess your.
Credibility Past Present Future

Amount of
Faith/Belief/Trust
Family
On the
Personal
Front
(Do they really
trust you?)
Friends
Organizati
on
/Departme
nt
On the
Professional People
Front you Report
(Do they really to
trust you & your
abilities?)
Peers
/Colleague
s
Page 7 of 16
What others would Rate you?

If they assess your approach (seriousness & importance) in life, towards fulfilling your .
Commitments/ Past Present Future

Promises/Vows
On the
Family
Personal
Front
(Do they really
believe that you
will deliver on-
time?) Friends
Organizati
on
/Departme
nt
On the
Professional
Front People
(Do they really
you Report
believe that you
to
will deliver
what you have
committed to
on-time?)
Peers
/Colleague
s
What others would Rate you? if they assess your.
Page 8 of 16
Basic Nature/ Past Present Future

Strength of
Character
(Integrity/Honesty)
On the Family
Personal
Front
(What do they
think about
your honesty?) Friends
Organizati
on
/Departme
nt
On the
Professional People
Front you Report
(What do they to
think about
your Integrity?)
Peers
/Colleague
s
Page 9 of 16
My 1 Minute Goals
____________________
Goal 1 Goal 2
Goals to be
Achieved
Professional
How will I know I

have Achieved
this?
Possible Hurdles
Actions to be
Taken
Deadline Set
Goals to be
Career Growth
Achieved
How will I know I
have Achieved
this?
Possible Hurdles
Actions to be
Taken
Deadline Set
Goals to be
Achieved
How will I know I
have Achieved
this?
Possible Hurdles
Actions to be
Taken
Page 10 of 16
Personal Development
Deadline Set
Page 11 of 16
(Continued) My 1 Minute Goals

____________________
Support/Resources Required to Achieve Goals
Acknowledgement & Agreement

Name Signature Date
Team Member
Team Leader
Manager
Page 12 of 16
Guide to Goal Setting

Objective = (Action Verb + Single Key Result + Target Date)
An objective is simply a statement of what is to done and should be stated in terms of results.
A mnemonic aid to write objectives is SMART (Specific, Measurable, Attainable, Result-oriented, Time-limited).
To test for validity of SMART objectives, ask yourself the following questions.
S = Exactly What is my objective?
M = What would a Good Job Look Like?
A = Is my objective Feasible?
R = Is my objective Meaningful?
T = Is my objective Traceable? Specific?
An objective must be specific with a single key result. If more than one result is to be accomplished, more than one objective should be written.
Just knowing what is to be accomplished is a big step toward achieving it.
What is important to you? Once you clarify what you want to achieve, your attention will be focused on the objective that you deliberately set.
You will be doing something important to you.
Measurable
An objective must be measurable. Only an objective that affects behavior in a measurable way can be optimally effective. If possible, state the
objective as a quantity. Some objectives are more difficult to measure than others are. However, difficulty does not mean that they cannot be
measured. Treatment of salespeople might be measured by looking at the absenteeism and turnover rates among the sales force. Also,
salespeople could be asked to fill out a behavioral questionnaire anonymously giving their observations of the supervision they receive. Customer
service could be measured by such indices as the number of complaints received, by the number of customers lost, and by customer interviews
or responses to questionnaires. Development of subordinates could be measured by determining the number of tasks the subordinate has
mastered. Cooperation with other functions could be measured by length of delay in providing requested information, or by peer ratings of degree
of cooperation.
How will you know you've progressed? By tracking the various actions against the timelines that were set.
Attainable
An objective must be attainable with the resources that are available. It must be realistic. Many objectives are realistic. Yet, the time it takes to
achieve them may be unrealistic. For example, it is realistic to want to lose ten pounds. However, it is unrealistic to want to lose ten pounds in
one week.
What barriers stand between you and your objective? How will each barrier be overcome and within what time frame?
Result-oriented
The objective should be central to the goals of the organization. The successful completion of the objective should make a difference.
How will this objective help the organization move ahead? Is the objective aligned with the mission of the organization?
Time-limited
The objective should be traceable. Specific objectives enable time priorities to be set and time to be used on objectives that really matter.
Are the time lines you have established realistic? Will other competing demands cause delay? Will you be able to overcome those demands to
accomplish the objective you've set in the time frame you've established?
Page 13 of 16
Although the rules are difficult to establish, the following are useful when writing an objective.
1. Avoid statements of objectives in generalities..Infinitives to avoid include to know, to understand, to enjoy, and to believe.
2. Start with an action or accomplishment verb. (Use the infinitive form of the verb. This means to start the with "To.")
3. Identify a single key result for each objective.
4. Give the date of the estimated completion.
5. Be sure the objective is one you can control.
Action Verbs
Action verbs are observable and better communicate the intent of what is to be attempted. They include
to write, to apply, to recite, to revise, to contrast, to install, to select, to assemble, to compare, to investigate, and to develop
activate address adjust analyze apply arrange assemble assess assist associate
calculate categorize center change charge check choose cite classify clean close combine compare complete compute connect construct contrast
convert copy count create critique
define describe design detect determine develop diagram differentiate disassemble discharge disconnect display distinguish
tabulate tell test trace transcribe transfer troubleshoot use
label lift list listen locate make manage manipulate measure modify
perform plan predict prepare prescribe produce proof purchase
recall recite record reiterate repeat reply reproduce respond restate
enumerate estimate evaluate examine explain quote
identify illustrate indicate inspect install interpret grasp group
balance breakdown build select serve solve specify
name validate verify
order organize outline write
file fill form formulate
Key Results
capability capacity characteristic component concept consequence control cycle
relationship requirement responsibility role rule mechanism method mockup model
effect element examination example activity advantage attitude
skill source stage state structure system option origin
factor feature function fundamental perspective principle procedure process
interaction issue term test theory trend
design development dynamic variatio
Page 14 of 16
My CheckSheet
Status of My Tasks;
What Have I Done So Far
What I am Doing currently
What I am planning to Do
A promised Limit of what I'am going to do;

Unlike the enchanted brooms in The Sorceror's Apprentice, I know when, where & at what to stop. I know how to differentiate
between Mistakes I commit unknowingly & the ones that I commit knowingly. I know what is right for me as well as what is
right for my family, my colleagues & my organization.
A promised Level Of Performance;

I'll spare no expense; I'll stick to a tight work schedule; it will be world-class work; "Good enough" is good enough
A Deadline;
For Improvising, Application of my skills;
For doing away with all the factors that could amount to have a Negative Impact on My Personal or/and my Professional Life;
delivering on any promise/commitment that I may have given my word for.
Note:
An Internal Customer.. Who all this effort is for?

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Self Introspection Analysis - An HR Tool

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Copyright:

Available Formats

Host Dept PRO Client Dept HRD

Reference Behavioral Analysis tool

Self Introspection Tool (SIT) Session

What others would Rate you? if they assess Your ..

Money/Financial Past Present Future

Reputation/ Past Present Future

Respect Past Present Future

Dignity Past Present Future

What others would Rate you? if they assess Your .

Self-Development Past Present Future

What others would Rate you? if they assess your.

Credibility Past Present Future

What others would Rate you?

Commitments/ Past Present Future

What others would Rate you? if they assess your.

Basic Nature/ Past Present Future

How will I know I

(Continued) My 1 Minute Goals

Acknowledgement & Agreement

Guide to Goal Setting

A promised Limit of what I'am going to do;

A promised Level Of Performance;

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