INTODUCTION

Salam! My dear viewers how are you? I hope that you are allright,,,,and,,I know that What are you think at this time,,,and you think that who am i? So i tell u some one about my self, My name is “FAISAL ABBAS”.
I m 26yr old,
My home city is Kharian,
I belong to Gujrat Pakistan,
and,,
My Profesion is Engineering but computer software,apps,web making,HTML,PHP, etc is my hobbies.


Mind Theme!


Have you thought about what you want to bedoing in five years’ time? Are you clear about what your main objective at work is at the moment? Do you know what you want to have achieved by the end of today?
If you want to succeed, you need to set goals.Without goals you lack focus and direction. Goal setting not only allows you to take control of your life’s direction; it also providesyou a benchmark for determining whether you are actually succeeding. Think about it: Having a million dollars in the bank is only proof of success if one of your goals is to amass riches. If your goal is to practice acts of charity, then keeping the money for yourself is suddenly contrary to how you would define success.
To accomplish your goals, however, you needto know how to set them. You can’t simply say, “I want” and expect it to happen. Goal setting is a process that starts with careful consideration of what you want to achieve, and ends with a lot of hard work to actually do it. In between there are some very well defined steps that transcend the specifics of each goal. Knowing these steps will allow youto formulate goals that you can accomplish.
Here are our three golden rules of goal setting:

The Three Golden Rules

1. Set Goals that Motivate You
When you set goals for yourself, it is important that they motivate you: this means making sure that they are important to you, and that there is value in achieving them. If you have little interest in the outcome, or theyare irrelevant given the larger picture, then the chances of you putting in the work to make them happen are slim. Motivation is keyto achieving goals.
Set goals that relate to the high priorities in your life. Without this type of focus, you can end up with far too many goals, leaving you too little time to devote to each one. Goal achievement requires commitment, so to maximize the likelihood of success, you need to feel a sense of urgency and have an “I must do this” attitude. When you don’t have this, you risk putting off what you need to doto make the goal a reality. This in turn leaves you feeling disappointed and frustrated with yourself, both of which are de-motivating. And you can end up in a very destructive “I can’t do anything or be successful at anything” frame of mind.
Tip:
To make sure your goal is motivating, write downwhyit’s valuable and important to you. Ask yourself, “If I were to share my goal with others, what would I tell them to convince them it was a worthwhile goal?” You can use this motivating value statement to help you if you start to doubt yourself or lose confidencein your ability to actually make the goal happen.

2. Set SMART Goals
You have probably heard of “SMART goals” already. But do you always apply the rule? Thesimple fact is that for goals to be powerful, they should be designed to be SMART. There are many variations of what SMART stands for, but the essence is this – goals should be:
*. Specific.
*.Measurable.
*.Attainable.
*.Relevant.
*.Time Bound.

3. Set Goals in Writing
The physical act of writing down a goal makes it real and tangible. You have no excuse for forgetting about it. As you write, use the word “will” instead of “would like to” or “might.” For example, “I will reduce my operating expenses by 10 percent this year,” not “I would like to reduce my operating expenses by 10 percent this year.” The first goal statement has power and you can “see” yourself reducing expenses, the second lacks passion and gives you an excuse if you get sidetracked.
Tip 1:
Frame your goal statement positively. If you want to improve your retention rates say, “I will hold on to all existing employees for the next quarter” rather than “I will reduce employee turnover.” The first one is motivating; the second one still has a get-out clause “allowing” you to succeed even if someemployees leave.

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