Goals and Such

Y’all probably know I’m a goal oriented person. I tend to make goals in the beginning of the year, and I tend to check in on them quarterly.  99% of the time my goals aren't what I’d call “lofty” or “awe inspiring”. They are, simply, goals.  My goals in particular. 

I've shared my goals here on a regular basis, and I've shared my updates on said goals on a regular basis. I've not done that in quite a while, and I’m not going to do it now. Hah. 

As I start this new job, goals and expectations are critical to determine so that I can be successful at this job and ultimately become a full time employee.  The first day the boss told me he’d be sending his initial thoughts on expectations and goals, but he’d like me to come up with some as well. 

Easy. 

And done. 

But here’s the hard part. How do you quantify goals? 

When I’m setting my professional goals I always remember to use the SMART method – Specific, Measureable, Attainable, Relevant, Time-bound.  My own personal goals I’m more carefree with how much of the SMART method I use. But when it comes to my job, it’s vitally important that I include all those elements in my goals.

In addition to that, I have a template. I know. You’re shocked and stunned that I have a template.  Now I don’t generally share this template with the boss. This is MY template. This is for me to track my goals and objectives.

I think what’s critical here is to really think about what you want to accomplish. Don’t just jot things down. Take the time to really think about these.

The first section is all about overall goals/objectives. I've broken them down into sub-categories of Top Priorities, Value, Goals, Overcoming Challenges, Habit Improvements. Then I've put trigger questions to help me think through these.

The second section is all about career development. How do I, as a professional, want to improve? These are broken down into Personal Growth, Immediate areas of improvement, and open issues to resolve. Admittedly the open issues section I hardly use. I kinda feel it’s covered in the immediate areas of improvement.

And the last section, to me, is really important. Innovation. What new ideas can I bring to the table? Over the years I've contemplated moving the “Value” line down to this, but haven’t done that yet. The very subtle difference to me is the Value is where I can add value to the team and to my boss. How do I make his life easier?

Whereas the Innovation is really about improving on the team or company.

You’ll notice there’s no time information on this template. That’s by design. When I’m filling this out, I rarely get to the deep level that would be appropriate for a time. Instead, I generally take these goals and build a PM’s favorite tool – a work break down structure. That’s right, roll your eyes.

At the end of the day, you can’t possibly expect to achieve goals without a plan. You've gotta figure out what are the steps you need to take to achieve these goals. Enter the work break down structure. (even I think I’m a nerd at this point).

Goal setting, to me, plays a pivotal role in guaranteeing I’m living the best life I can. I full recognize not everyone likes setting goals. And that’s ok. Whatever helps you be a better person will work for you. How I set goals won’t fit everyone. Still, I wanted to get this out there to the universe because if it helps one person, my work here is done.

So how about it? Do you set goals, personal and professional?