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A goal is an idea of the future or desired result that a person or a group of people envisions, plans and commits to achieve. People endeavor to reach

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For other uses, see Goal (disambiguation). A poster at United Nations Headquarters showing Millennium Development Goals

A goal is an idea of the future or desired result that a person or a group of people envisions, plans and commits to achieve. People endeavor to reach goals within a finite time by setting deadlines.

A goal is roughly similar to a purpose or aim, the anticipated result which guides reaction, or an end, which is an object, either a physical object or an abstract object, that has intrinsic value.

  • 1 Goal setting
    • 1.1 Short-term goals
  • 2 Personal goals
    • 2.1 Achieving personal goals
    • 2.2 Personal goal achievement and happiness
  • 3 Self-concordance model
    • 3.1 Self-concordant goals
  • 4 Goal management in organizations
  • 5 See also
  • 6 References
  • 7 Further reading

Goal setting Main article: Goal setting

Goal-setting theory was formulated based on empirical research and has been called one of the most important theories in organizational psychology. Edwin A. Locke and Gary P. Latham, the fathers of goal-setting theory, provided a comprehensive review of the core findings of the theory in 2002. In summary, Locke and Latham found that specific, difficult goals lead to higher performance than either easy goals or instructions to "do your best", as long as feedback about progress is provided, the person is committed to the goal, and the person has the ability and knowledge to perform the task.

According to Locke and Latham, goals affect performance in the following ways:

  1. goals direct attention and effort toward goal-relevant activities,
  2. difficult goals lead to greater effort,
  3. goals increase persistence, with difficult goals prolonging effort, and
  4. goals indirectly lead to arousal, and to discovery and use of task-relevant knowledge and strategies.

A positive relationship between goals and performance depends on several factors. First, the goal must be considered important and the individual must be committed. Participative goal setting can help increase performance, but participation itself does not directly improve performance. Self-efficacy also enhances goal commitment. For goals to be effective, people need feedback that details their progress in relation to their goal.

Some coaches recommend establishing specific, measurable, achievable, relevant, and time-bounded (SMART) objectives, but not all researchers agree that these SMART criteria are necessary. The SMART framework does not include goal difficulty as a criterion; in the goal-setting theory of Locke and Latham, it is recommended to choose goals within the 90th percentile of difficulty, based on the average prior performance of those that have performed the task.

Goals can be long-term, intermediate, or short-term. The primary difference is the time required to achieve them.

Short-term goals

Short-term goals expect accomplishment in a short period of time, such as trying to get a bill paid in the next few days. The definition of a short-term goal need not relate to any specific length of time. In other words, one may achieve (or fail to achieve) a short-term goal in a day, week, month, year, etc. The time-frame for a short-term goal relates to its context in the overall time line that it is being applied to. For instance, one could measure a short-term goal for a month-long project in days; whereas one might measure a short-term goal for someone's lifetime in months or in years. Planners usually define short-term goals in relation to long-term goals.

Personal goals

Individuals can set personal goals. A student may set a goal of a high mark in an exam. An athlete might run five miles a day. A traveler might try to reach a destination-city within three hours. Financial goals are a common example, to save for retirement or to save for a purchase.

Managing goals can give returns in all areas of personal life. Knowing precisely what one wants to achieve makes clear what to concentrate and improve on, and often subconsciously prioritizes that goal.

Goal setting and planning ("goal work") promotes long-term vision, intermediate mission and short-term motivation. It focuses intention, desire, acquisition of knowledge, and helps to organize resources.

Efficient goal work includes recognizing and resolving all guilt, inner conflict or limiting belief that might cause one to sabotage one's efforts. By setting clearly defined goals, one can subsequently measure and take pride in the accomplishment of those goals. One can see progress in what might have seemed a long, perhaps difficult, grind.

Achieving personal goals

Achieving complex and difficult goals requires focus, long-term diligence and effort (see Goal pursuit). Success in any field requires forgoing excuses and justifications for poor performance or lack of adequate planning; in short, success requires emotional maturity. The measure of belief that people have in their ability to achieve a personal goal also affects that achievement.

Long-term achievements rely on short-term achievements. Emotional control over the small moments of the single day makes a big difference in the long term.

Personal goal achievement and happiness

There has been a lot of research conducted looking at the link between achieving desired goals, changes to self-efficacy and integrity and ultimately changes to subjective well-being. Goal efficacy refers to how likely an individual is to succeed in achieving their goal. Goal integrity refers to how consistent one's goals are with core aspects of the self. Research has shown that a focus on goal efficacy is associated with well-being factor happiness (subjective well-being) and goal integrity is associated with the well-being factor meaning (psychology). Multiple studies have shown the link between achieving long-term goals and changes in subjective well-being; most research shows that achieving goals that hold personal meaning to an individual increases feelings of subjective well-being.

Self-concordance model

The self-concordance model is a model that looks at the sequence of steps that occur from the commencement of a goal to attaining that goal. It looks at the likelihood and impact of goal achievement based on the type of goal and meaning of the goal to the individual. Different types of goals impact both goal achievement and the sense of subjective well-being brought about by achieving the goal. The model breaks down factors that promote, first, striving to achieve a goal, then achieving a goal, and then the factors that connect goal achievement to changes in subjective well-being.

Self-concordant goals

Goals that are pursued to fulfill intrinsic values or to support an individual's self-concept are called self-concordant goals. Self-concordant goals fulfill basic needs and align with what psychoanalyst Donald Winnicott called an individual's "True Self". Because these goals have personal meaning to an individual and reflect an individual's self-identity, self-concordant goals are more likely to receive sustained effort over time. In contrast, goals that do not reflect an individual's internal drive and are pursued due to external factors (e.g. social pressures) emerge from a non-integrated region of a person and are therefore more likely to be abandoned when obstacles occur.

Those who attain self-concordant goals reap greater well-being benefits from their attainment. Attainment-to-well-being effects are mediated by need satisfaction, i.e., daily activity-based experiences of autonomy, competence, and relatedness that accumulate during the period of striving. The model is shown to provide a satisfactory fit to 3 longitudinal data sets and to be independent of the effects of self-efficacy, implementation intentions, avoidance framing, and life skills.

Furthermore, self-determination theory and research surrounding this theory shows that if an individual effectively achieves a goal, but that goal is not self-endorsed or self-concordant, well-being levels do not change despite goal attainment.

Goal management in organizations

In organizations, goal management consists of the process of recognizing or inferring goals of individual team-members, abandoning goals that are no longer relevant, identifying and resolving conflicts among goals, and prioritizing goals consistently for optimal team-collaboration and effective operations.

For any successful commercial system, it means deriving profits by making the best quality of goods or the best quality of services available to end-users (customers) at the best possible cost. Goal management includes:

  • assessment and dissolution of non-rational blocks to success
  • time management
  • frequent reconsideration (consistency checks)
  • feasibility checks
  • adjusting milestones and main-goal targets

Jens Rasmussen (human factors expert) and Morten Lind distinguish three fundamental categories of goals related to technological system management:

  1. production goals
  2. safety goals
  3. economy goals

Organizational goal-management aims for individual employee goals and objectives to align with the vision and strategic goals of the entire organization. Goal-management provides organizations with a mechanism to effectively communicate corporate goals and strategic objectives to each person across the entire organization. The key consists of having it all emanate from a pivotal source and providing each person with a clear, consistent organizational-goal message so that every employee understands how their efforts contribute to an enterprise's success.

An example of goal types in business management:

  • Consumer goals: this refers to supplying a product or service that the market/consumer wants
  • Product goals: this refers to supplying an outstanding value proposition compared to other products - perhaps due to factors such as quality, design, reliability and novelty
  • Operational goals: this refers to running the organization in such a way as to make the best use of management skills, technology and resources
  • Secondary goals: this refers to goals which an organization does not regard as priorities
See also
  • Big Hairy Audacious Goal
  • Decision-making software
  • Direction of fit
  • GOAL agent programming language
  • Goal modeling
  • Goal orientation
  • Goal programming
  • Goal–Question–Metric (GQM)
  • Goal theory
  • Management by objectives
  • Moving the goalposts
  • Objectives and Key Results (OKR)
  • Polytely
  • Regulatory focus theory
  • Strategic management
  • Strategic planning
  • SWOT analysis
  • The Goal (novel)
  • The Jackrabbit Factor
  1. ^ Locke, Edwin A.; Latham, Gary P. (1990). A theory of goal setting & task performance. Englewood Cliffs, NJ: Prentice Hall. ISBN 0139131388. OCLC 20219875. 
  2. ^ Miner, J. B. (2003). "The rated importance, scientific validity, and practical usefulness of organizational behavior theories: A quantitative review". AOM Learning and Education. 2: 250–268. doi:10.5465/amle.2003.10932132. 
  3. ^ a b c d e Locke, Edwin A.; Latham, Gary P. (September 2002) . "Building a practically useful theory of goal setting and task motivation: a 35-year odyssey". American Psychologist. 57 (9): 705–717. doi:10.1037/0003-066X.57.9.705. 
  4. ^ Stajkovic, Alexander D.; Locke, Edwin A.; Blair, Eden S. (September 2006). "A first examination of the relationships between primed subconscious goals, assigned conscious goals, and task performance". Journal of Applied Psychology. 91 (5): 1172–1180. doi:10.1037/0021-9010.91.5.1172. PMID 16953778. 
  5. ^ Stajkovic, Alexander D.; Luthans, Fred (September 1998). "Self-efficacy and work-related performance: a meta-analysis". Psychological Bulletin. 124 (2): 240–261. doi:10.1037/0033-2909.124.2.240. 
  6. ^ Grant, Anthony M (September 2012). "An integrated model of goal-focused coaching: an evidence-based framework for teaching and practice" (PDF). International Coaching Psychology Review. 7 (2): 146–165 (147). Archived from the original (PDF) on 2014-11-29. Whilst the ideas represented by the acronym SMART are indeed broadly supported by goal theory (e.g. Locke, 1996), and the acronym SMART may well be useful in some instances in coaching practice, I think that the widespread belief that goals are synonymous with SMART action plans has done much to stifle the development of a more sophisticated understanding and use of goal theory within in the coaching community, and this point has important implications for coaching research, teaching and practice. 
  7. ^ Locke, E. A., Chah, D., Harrison, S. & Lustgarten, N. (1989). "Separating the effects of goal specificity from goal level". Organizational Behavior and Human Decision Processes. 43: 270–287. doi:10.1016/0749-5978(89)90053-8. CS1 maint: Multiple names: authors list (link)
  8. ^ Creek, Jennifer; Lougher, Lesley (2008). "Goal setting". Occupational therapy and mental health (4th ed.). Edinburgh; New York: Churchill Livingstone Elsevier. pp. 111–113 (112). ISBN 9780443100277. OCLC 191890638. Client goals are usually set on two or three levels. Long-term goals are the overall goals of the intervention, the reasons why the client is being offered help and the expected outcome of intervention... Intermediate goals may be clusters of skills to be developed, attitudes to be changed or barriers to be overcome on the way to achieving the main goals... Short-term goals are the small steps on the way to achieving major goals. 
  9. ^ Emmons, Robert A (1996). "Striving and feeling: personal goals and subjective well-being". In Gollwitzer, Peter M.; Bargh, John A. The psychology of action: linking cognition and motivation to behavior. New York: Guilford Press. pp. 313–337. ISBN 1572300329. OCLC 33103979. 
  10. ^ McGregor, Ian; Little, Brian R (February 1998). "Personal projects, happiness, and meaning: on doing well and being yourself" (PDF). Journal of Personality and Social Psychology. 74 (2): 494–512. doi:10.1037/0022-3514.74.2.494. 
  11. ^ Brunstein, Joachim C (November 1993). "Personal goals and subjective well-being: a longitudinal study". Journal of Personality and Social Psychology. 65 (5): 1061–1070. doi:10.1037/0022-3514.65.5.1061. 
  12. ^ Elliott, Andrew J; Sheldon, Kennon M (November 1998). "Avoidance personal goals and the personality–illness relationship". Journal of Personality and Social Psychology. 75 (5): 1282–1299. doi:10.1037/0022-3514.75.5.1282. 
  13. ^ Sheldon, Kennon M; Kasser, Tim (December 1998). "Pursuing personal goals: skills enable progress but not all progress is beneficial" (PDF). Personality and Social Psychology Bulletin. 24 (12): 1319–1331. doi:10.1177/01461672982412006. 
  14. ^ Sheldon, Ken M; Eliott, Andrew J (March 1999). "Goal striving, need satisfaction and longitudinal well-being: the self-concordance model" (PDF). Journal of Personality and Social Psychology. 76 (3): 482–497. doi:10.1037/0022-3514.76.3.482. 
  15. ^ Gollwitzer, Peter M. (1990). "Action phases and mind-sets" (PDF). In Higgins, E Tory; Sorrentino, Richard M. Handbook of motivation and cognition: foundations of social behavior. 2. New York: Guilford Press. pp. 53–92. ISBN 0898624320. OCLC 12837968. 
  16. ^ Sheldon, Kennon M; Elliot, Andrew J (March 1999). "Goal striving, need satisfaction, and longitudinal well-being: the self-concordance model" (PDF). Journal of Personality and Social Psychology. 76 (3): 482–497. doi:10.1037/0022-3514.76.3.482. 
  17. ^ Ryan, Richard M (January 2000). "Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being" (PDF). American Psychologist. 55 (1): 68–78. doi:10.1037/0003-066x.55.1.68. 
  18. ^ Rasmussen, Jens; Lind, Morten (1982). "A model of human decision making in complex systems and its use for design of system control strategies" (PDF). Proceedings of the 1982 American Control Conference: Sheraton National Hotel, Arlington, Virginia, June 14–16, 1982. New York: American Automatic Control Council. OCLC 761373599.  Cited in: Wrench, Jason S (2013). "Communicating within the modern workplace: challenges and prospects". In Wrench, Jason S. Workplace communication for the 21st century: tools and strategies that impact the bottom line. Santa Barbara, CA: Praeger. pp. 1–38. ISBN 0313396310. OCLC 773022358. 
  19. ^ Osterwalder, Alexander; Pigneur, Yves; Clark, Tim (2010). Business model generation: a handbook for visionaries, game changers, and challengers. Hoboken, NJ: John Wiley & Sons. ISBN 9780470876411. OCLC 648031756. 
  20. ^ Barnes, Cindy; Blake, Helen; Pinder, David (2009). Creating & delivering your value proposition: managing customer experience for profit. London; Philadelphia: Kogan Page. ISBN 9780749455125. OCLC 320800660. 
Further reading
  • Mager, Robert Frank (1997) . Goal analysis: how to clarify your goals so you can actually achieve them (3rd ed.). Atlanta, GA: Center for Effective Performance. ISBN 1879618044. OCLC 37435274. 
  • Moskowitz, Gordon B; Heidi Grant Halvorson, eds. (2009). The psychology of goals. New York: Guilford Press. ISBN 9781606230299. OCLC 234434698. 

A GOAL Digger's Guide: How to get what you want without giving it up
A GOAL Digger's Guide: How to get what you want without giving it up
Featured on Dr. Phil, Bravo's "Millionare Match Maker", TRU Tv's "In Session", Tom Joyner Morning Show, Big Tigger's Morning Show & NY's Breakfast Club with Angela Yee! A Self-Help book for single, financially savvy women; It outlines how to dress, present yourself, what subjects to get educated in, and what type of places to visit in order to meet and attract wealthy men. It not only gives pointers on how to get financial favors from your suitors without giving IT up but it also gives pointers on how to make the money you accumulated work for you in the future. The Author (Baje Fletcher) shares the lessons she's learned over the years and inspires women around the globe to never lose sight of their goals. Gold Digging or GOAL Digging? You decide.Receiving a great deal of publicity for her new book, A Golddigger’s Guide, successful CEO and author Baje Fletcher schools aspiring women on how to play the game to get what they want. On the rough road to Hollywood, countless beauties searching for fame and fortune become overwhelmed by the seedy advances of self-proclaimed “powerful men” who promise to make them a household name. Such men include sleazy executives, producers, entertainers, sports stars and even corporate professionals who prey on unsuspecting, beautiful women naïvely ready to “do anything for fame.” When these men get to star model and author Baje Fletcher however, the game gets flipped on them and she’s taking no prisoners in the process. Having been there and done that, or at the very least, observed the effects such “poor choices” have had on other women, Baje is turning the tables and making a profit She wants to teach you how she does it as well. The multi-faceted Baje is in the process of shopping her reality show based off A Golddigger’s Guide and is preparing to write her second book. She credits her tireless work ethic to being “Brooklyn-born and Jamaican-raised,” as her upbringing taught her the value of perseverance, hard work and being resilient through challenges. "If everything I have today is taken away from me, I know how to pick myself up and start all over again because I came from nothing." Baje concludes, "Everything I have now is a blessing. I’m a hard worker and thank God I’m able to do what I love for a living." Story By: L. Raquel Boone of Jadore Magazine Her book's called A Gold Digger's Guide. She teaches "apprentices" how to get gifts from men without falling in love. The author, actress ("Paris Hilton's My New BFF"), music video dancer (most recently, Kanye's "Love Lockdown"), and entrepreneur aims to teach "how to get what you want, without giving it up." You know: it. "You don't ever tell him up front that you're not going to sleep with him and never meet alone or in secluded areas," Fletcher says. "It's about using your mind and planning ahead." Fletcher's house, Bentley, college degree, and collection of Gucci and Louis Vuitton purses have been financed by the great men of Miami, Broward, and Palm Beach. Fletcher called South Florida home in 2007 and 2008, and she stopped by our newsroom last week. After the jump, her favorite local places to pick up sugar daddies: Cugini Grille & Martini Bar "In Delray, the men are mature, focused, and goal-oriented. I can learn things from them, like business etiquette. There are always Bentleys and Rolls-Royces around Cugini, and there's nice jazz music playing down the block." The Westin Diplomat Resort & Spa "It's a hotel that has a couple of lounges attached where yachts sail right up to you -- literally, you can step right off a yacht and step right in the party, which is often outside." - Story by Lisa Gartner of New Times News

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What Self-Made Millionaires Do That Most People Don't: 52 Ways to Create Your Own Success
What Self-Made Millionaires Do That Most People Don't: 52 Ways to Create Your Own Success
Confucius said that a thousand-mile journey begins with one step. The same principle applies to becoming a self-made millionaire except this journey consists of 52 common sense practices.      Debt free or not, this book will assist you in recognizing that you are closer to becoming a self-made millionaire than you imagine. You will be astonished to see how anyone can achieve this status when you create the right mindset. You will learn how white-collar professionals, blue-collar workers, small business owners, even teenagers alike have joined this million dollar net worth rank by methodically and consistently putting into practice the self-made millionaire game plan revealed in this book. In What Self-Made Millionaires Do That Most People Don't, author, Ann Marie Sabath clearly explains why "beginning with the end in mind" is so vital for you to achieve your own millionaire status.  Sabath makes it easy for you to implement these simple yet often overlooked strategies by sharing an Action Step at the end of each section to integrate into your life that will assist you in mastering these self-made millionaire secrets. What Self-Made Millionaires Do That Most People Don't will teach you:The Real Definition of SuccessHow To Create A Self-Made Millionaire Mindset  The 25 Habits That These Accomplished Individuals Have In Common What These Self-Made Go-Getters Do Differently Than The Average Joe How Self-Made Millionaires Benefit From What Most People Call Failure How Life Changes For Self-Made Millionaires After Achieving Their Goal First-Hand Advice To Readers Who Are Ready To Begin Their Self-Made Millionaire Status You Have Been Given The Fishing Rod- Now Go Fish

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What Do You Really Want?: How to Set a Goal and Go for It! A Guide for Teens
What Do You Really Want?: How to Set a Goal and Go for It! A Guide for Teens
Setting and sticking to goals can ease stress and anxiety, boost concentration, and make life more satisfying. This updated and revised edition of a trusted step-by-step guide helps teens articulate their goals and put them in writing, set priorities and deadlines, overcome obstacles, build a support system, use positive self-talk, celebrate successes, and more. Updated with new and inspiring stories from teens pursuing their goals, easy-to-use tips for setting and reaching goals, and information on using technology tools to aid in goal setting, the book also includes downloadable forms to use in goal-setting activities.

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Measure What Matters: How Google, Bono, and the Gates Foundation Rock the World with OKRs
Measure What Matters: How Google, Bono, and the Gates Foundation Rock the World with OKRs
Instant New York Times BestsellerLegendary venture capitalist John Doerr reveals how the goal-setting system of Objectives and Key Results (OKRs) has helped tech giants from Intel to Google achieve explosive growth—and how it can help any organization thrive. In the fall of 1999, John Doerr met with the founders of a start-up whom he'd just given $12.5 million, the biggest investment of his career. Larry Page and Sergey Brin had amazing technology, entrepreneurial energy, and sky-high ambitions, but no real business plan. For Google to change the world (or even to survive), Page and Brin had to learn how to make tough choices on priorities while keeping their team on track. They'd have to know when to pull the plug on losing propositions, to fail fast. And they needed timely, relevant data to track their progress—to measure what mattered.Doerr taught them about a proven approach to operating excellence: Objectives and Key Results. He had first discovered OKRs in the 1970s as an engineer at Intel, where the legendary Andy Grove ("the greatest manager of his or any era") drove the best-run company Doerr had ever seen. Later, as a venture capitalist, Doerr shared Grove's brainchild with more than fifty companies. Wherever the process was faithfully practiced, it worked.In this goal-setting system, objectives define what we seek to achieve; key results are how those top-priority goals will be attained with specific, measurable actions within a set time frame. Everyone's goals, from entry level to CEO, are transparent to the entire organization. The benefits are profound. OKRs surface an organization's most important work. They focus effort and foster coordination. They keep employees on track. They link objectives across silos to unify and strengthen the entire company. Along the way, OKRs enhance workplace satisfaction and boost retention.In Measure What Matters, Doerr shares a broad range of first-person, behind-the-scenes case studies, with narrators including Bono and Bill Gates, to demonstrate the focus, agility, and explosive growth that OKRs have spurred at so many great organizations. This book will help a new generation of leaders capture the same magic.

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What is life without goals Gold T-Shirt Gift
What is life without goals Gold T-Shirt Gift
We have t-shirt background color in: Dark Heather, Heather Blue, Black, Brown, Cranberry

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5: Where Will You Be Five Years from Today?
5: Where Will You Be Five Years from Today?
The next five years can be the most exciting and satisfying years of your life---or just another five years. Let this extraordinary book be your guide and inspiration. Whether you are just graduating from college, newly married, considering a new career, setting goals for retirement, or just looking to inspire a special friend, employee or family member, here's the most inspiring and compelling gift you can find.

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Anti-Goals: Find Success By Knowing What To Avoid (Anti Series Book 1)
Anti-Goals: Find Success By Knowing What To Avoid (Anti Series Book 1)
If you have ever set a goal and failed to reach it you need to read this book.Over 90% of New Year’s Resolutions are abandoned by January 15th, but somehow the myth that setting goals will magically change your life persists in our culture.The idea of Anti-Goals is incredibly simple to understand and it actually works. Instead of setting a goal and hoping you will follow through (even though you know deep down that you won’t), with anti-goals you are actually just avoiding things that you already don’t like.What is the worst part of your day at work? For many people it is long meetings, for others it is the commute. When you create an anti-goal of “I don’t want to waste my time in meetings” or “I don’t want to spend more than an hour in the car every day”, it frees up your thinking to begin searching for answers.This book will show you; Why traditional goal setting doesn’t work How to find your anti-goals in all areas of your life Biographies of people practicing anti-goal setting like Marie Kondo and Charlie Munger How to discover what you don’t want How to make tasks lead to desired outcomes If you want a new perspective on what you can do to improve every facet of your life this book will help you get started. Buy today and get a free download of the most popular anti-goals for every aspect of your life.

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Children's Wall Decal - What is Life Without Goals - Vinyl Decorations for Boys or Girl's Bedroom, Playroom or Nursery Decor
Children's Wall Decal - What is Life Without Goals - Vinyl Decorations for Boys or Girl's Bedroom, Playroom or Nursery Decor
This great decal is the perfect gift for your children home decor, playroom or nursery. "What is life without goals" Vinyl decals from CustomVinylDecor - proudly MADE IN THE USA from Oracal vinyl - You'll find our unique designs - including wall art murals and silhouettes, lettering stickers, motivational and inspirational quotes, and more - in kitchens, bathrooms, living rooms, bedrooms, locker rooms, in convention centers, on MacBooks and other computers throughout North America and worldwide. We also offer a 100% satisfaction guarantee. Buy with confidence! Each of our removable, peel and stick decals sticks to most walls, windows, and other flat surfaces, including cars and laptops. It's hard to find a more economic way to do home decor than with our high quality, self-adhesive, decorative vinyl stickers. What all is included? Simple, your design is comprised of adhesive vinyl attached to a backing, with a top layer of transfer tape. Install instructions (picture here) and a small test sample (for doing a quick practice) are included with each order. For our non-FBA products, you can customize your design by selecting from the various sizes (ranging from small to giant) and colors we offer: BLACK, WHITE, BROWN, BEIGE, CHARCOAL GRAY, GRAY, LIGHT GRAY, METALLIC SILVER, METALLIC GOLD, DARK RED, RED, PINK, SOFT PINK, ORANGE, YELLOW, DARK GREEN, GREEN, LIME GREEN, MINT, TURQUOISE, DARK BLUE (NAVY), BRILLIANT BLUE, POWDER BLUE, PURPLE, LILAC For many of our products, you can also personalize names and other details so that the decal is unique, made just for your particular decorating need. Buy one of our decals for yourself or give one away as a birthday, anniversary, graduation, or Christmas gift. Note: The product images shown here depict the largest size wall decal available for purchase.

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The Phoenix Journal - Best Daily & Weekly Planner for Getting Clear on What You Want, Setting Goals Effectively, Boosting Your Productivity, Taking Action, Transforming Your Life, 12 Weeks, Undated
The Phoenix Journal - Best Daily & Weekly Planner for Getting Clear on What You Want, Setting Goals Effectively, Boosting Your Productivity, Taking Action, Transforming Your Life, 12 Weeks, Undated
Feeling stuck? Transform Your Life in 12 Weeks. "All who have accomplished great things have had a great aim, have fixed their gaze on a goal which was high, one which sometimes seemed impossible." - Orison Swett Marden The Phoenix Journal is designed to help you become fully engaged in life and blow past your goals. By creating a detailed vision of your ideal future and creating plans and goals in alignment with it, your life will become imbued with purpose. By prioritizing your health, work, family, and education and cultivating a mindset of gratitude, positivity, and self-improvement - you can live every day to the fullest. By providing you with space for guided and unguided reflection, every day, you can hone in on what it is that you need to improve and immediately decide how you will execute. Ultimately, The Phoenix Journal is designed to help you follow your inner compass and live to your full potential. Your vision and your plans - always with you. The unique size of The Phoenix Journal allows it to be portable yet still substantial. You can bring The Phoenix Journal with you anywhere you go without feeling limited. The Phoenix Journal is designed to last 12 weeks and has a money back guarantee!

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