Not so long ago I talked about the T.O.T.E. model, which allows you to effectively describe any process, and in particular, the process of achieving goals. This model is good because it introduces a clear structure into any process and allows you to describe it and influence the result of this process. But T.O.T.E. process model and is not entirely suitable for goal formulation. In this article I would like to present an algorithm for specifying goals according to the canons of NLP. It is called a Well Formulated Result (HSR). This algorithm, like others (SMART, GROW, etc.) is good for formulating goals. The advantage of XSR is that it most fully combines the advantages of others and covers their weaknesses. Important: the strongest combination in working with goals is XSR + T.O.T.E. It is this approach that gives a clear understanding of the result we are striving for and allows us to create a clear algorithm for moving towards the goal. A well-formulated result was proposed by Leslie Cameron and, in the classic version, has 5 points: Affirmative (positive) formulation. Personal responsibility (control). Vision of the final result (Higher Attestation Commission criteria). Context. Ecology. However, there is an extended version proposed by A.A. Pligin, to which 4 more points were added: Affirmative (positive) formulation. Personal responsibility (control). Vision of the final result (higher attestation certificate criteria). Context. Ecology. Goal scale. Obstacles. Resources. First step. In the drop-down lists I provide special questions , which will help you better understand and formulate the meaning of the point. Let's consider in detail the extended version: 1. Affirmative (positive) goal formulation. The goal statement should have an affirmative form. That is, it should not contain the particle “not”, words that mean negation (stop, quit, delete, get rid of) Options for questions to clarify the wording: - I don’t want... - What do you want in return (instead of)...? - I want to get rid of... - What do you want to get (do) instead of...? - I don’t want to be... - What do you want to be? 2. Personal responsibility (control). The formulation of the goal must contain a reference to personal responsibility for the fulfillment of the goal. Often in the content of the goal it is possible to distinguish that part of the implementation for the fulfillment of which we are directly responsible and that part for which we are not directly responsible. In this case, we need to think about how we can, at least indirectly, influence this part of the work. Options for questions to clarify responsibility: - I want them to... - What can you do to achieve the necessary reaction? - How can you influence on the situation? - What processes and resources can you control? - List the ways to influence the situation. - Is the process of achieving the goal under your control? 3. Vision of the final result (Higher Attestation Commission criteria). When working with a goal, it is necessary to understand the criteria for achieving it. To do this, they use the procedure for determining the sensory evidence of achieving a goal - the VAK criteria. Options for questions to clarify the VAK criteria: - What will you see, hear, feel when the goal is achieved? - How will you understand that the goal has been achieved? - How exactly will achievement of the goal be measured? 4. Context. At this stage of working with a goal, it is necessary to determine in what context (where? when? with whom?) we need the goal. You need to be especially careful when the goal formulation contains or implies over-generalizations and universal quantitative ones. Options for questions to clarify the context: - In what situations do you want this (goal) to manifest itself? - Where do you not want this (goal) to manifest itself? - When do you want to achieve your goal? - Who should be there? For material goals, sometimes it is enough to determine only the time parameter5. Ecology. One of the most important stages of working with a goal is to check the environmental friendliness of its achievement. A disrupted (undeveloped) ecology is often the reason why goal implementation is delayed, motivation drops, and the goal is “thwarted” at the very last moment.