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Goal Setting WorksheetAnswer the questions below to help you consider and define your goals and the action steps to reach them. After you add individual goals consider your team goals if you lead or manage a team. Then partner with your coach to look for opportunities to test your assumptions.

Establishing Your Individual GoalDefining Your GoalMaking It a SMART GoalSMART GoalsMotivation

Establishing Your Team GoalDefining Your GoalMake It a SMART GoalSMART GoalsTeam Goals

Establishing Your Individual GoalTo conceptualize your goal, consider your interests, your values, your definition of success, your work view and life view, your long-term goals, your dreams, and desires, what makes you happy, excited and fulfilled.

Defining Your GoalWhat do you want? Where do you want to be? What do you want to accomplish?

How do you get from where you are now to where you want to be?

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Why is it important for you to have a short-term goal? What is your purpose for setting clear, actionable goals?

Making It a SMART GoalTo help you conceptualize your goal and define your action steps, consider the questions below

What is your short-term goal and what are the milestones and timeline to get you to that goal i.e. what needs to happen by when? What needs to happen 3-, 6- and 12 months from now?

What are your actions steps? How will you measure progress?

What are potential hindrances or distractions and how can you mitigate them?

How will you stay accountable to your goals?

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SMART GoalsUse the SMART goals framework to help you define your goals and actions steps. SMART goals are defined as specific, measurable, achievable, relevant and time-bound.

● Specific: clear, concise actions steps and goal.● Measurable: progress can be tracked and measured.● Achievable: goals should be challenging and ambitious, but realistically achievable.● Relevant: they are relevant to your long-term goals, values and life plan.● Time-Bound: the goal has a target end time by when it will be achieved.

MotivationWhat is the best possible outcome to reach your goal?

If you imagine yourself in the future, having successfully reached your goal - how do you feel? How does that affect you and those around you?

How does reaching your goal affect you? What will your work/life/situation/day-to-day look like when you have reached your goal?

What does it mean to reach your goal? What difference will it make?

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If you rate your level of motivation to reach your goal on a scale of 1-10, what is your motivation right now? What could change your rating?

Establishing Your Team Goal To conceptualize your goal, consider your team purpose, your definition of success, your company goals.

Defining Your GoalWhat do you want? Where do you want to be? What do you want to accomplish and what does success look like?

How do you get from where you are now to where you want to be? What is your gap between where you are today and what you want to accomplish?

What are your options around bridging your gap?

How motivated are you to reach your goal and what will help you stay accountable?

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Why is it important for you to have a short-term goal? What is your purpose for setting clear, actionable goals?

Make It a SMART GoalTo define the action steps that will help you accomplish your goal you will need to consider your options and map out the action steps.

To help you conceptualize your goal and define your action steps, consider the questions below: What is your goal and what are the milestones and timeline to get you to that goal i.e. what needs to happen by when? (It may be helpful to actually draw your timeline) What needs to happen 3-, 6- and 12 months from now?

What are your actions steps to get to each milestone? What needs to happen? How will you measure progress?

How will you stay accountable to your goal and maintain your motivation?

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SMART GoalsThe SMART goals framework can help you conceptualize the actions steps to your goal. SMART goals are:

● Specific: how can you make it clear, concise actionable? What are the steps and goal?● Measurable: how can progress be tracked and measured?● Achievable: goals should be challenging and ambitious, but realistically achievable. How

do you know yours is achievable?● Relevant: how is it relevant to your long-term goals, values and life plan?● Time-Bound: what is the target end time by when it will be achieved?

Team GoalsTeams can follow very similar guidelines when setting goals as individuals. SMART goals for teams keep information clear and measurable. There are a variety of other goal setting frameworks team may use to keep their goals organized.

OKRs or Objective Key results are a goal setting framework first created at Intel by Andy Grove and popularized at Google. The goal of OKR is to define how to achieve objectives through

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concrete, specific and measurable actions and to have an agreed upon framework to measure your success in achieving those outcomes.

OKRs can be nested and tied to each other allowing teams to connect their goals to broader company objectives. They are also often given a score which measures the possibility of achievement to synchronize on what it means to have an achievable goal. OKRs are generally expected to be achieved 60-70% of the time, so a standard it set for how challenging goals should be.

Objectives answer the question “where do I want to go?" The formula for an objective is:Objective = Verb + Thing you are going to do + Why it matters

Key Results answer the question "how do I get there?". Key Results should be SMART and include lead and lag (key performance indicators) measure.

Leads measure the input of your work towards a goal. They measure the work you have direct control over and directionally suggest success towards the end goal. Lead goals directly connect individuals work to the goals.

Lags measure the success of output and are hard to directly influence. Lags measure the success of an individual or team's work.

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What are your lead and lag measure in your team goals?

Lead Measures

Lag Measures

All of the key results should be SMART and specifically measurable so you can have a quantifiable metric for each and ultimately a total metric for completion and success of the total Objective. You could measure as:

● 0-2: Not started, in process, out for review complete● 0-1: Incomplete, complete● X-Y: X out of Y complete● X%: 0% out of 100% complete

Key Results should measure the whole Objective including the verb, action and “why” of the Objective. The “why” is often a forgotten measurement. You can conduct a Litmus test of success by asking any person on your team to read the KRs and consider if all of the KRs occur how you would be successful in the full meaning of your Objective.

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It is important to discuss the feasibility of hitting OKRs at start, middle and end of your time frame. At the beginning of the time frame consider holding a pre-retro to consider any potential challenges and roadblocks. A pre-reto includes the same questions you would have in a retrospective but is done to anticipate and prepare for challenges or opportunities rather than to debrief around them:

What is the reality of where we are today? What gaps in resources, knowledge, skills, or attitudes do we have to achieve our goals?

What do we need to do to accomplish our goals? What are the opportunities and strengths we should utilize to reach our goals?

What are the challenges that may occur to reach our goals? What are all of the things that may go wrong? What other challenges can we anticipate?

How will we know we are successful?

There are many other ways to measure goals:

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● KPI’s - Key Performance Indicators. “Used to monitor and measure effectiveness [...] KPIs are intrinsically linked to a firm's strategic goals, Managers use the indicators to assess whether they're on target as they work toward those goals.”

● V2MOM by Salesforce - Salesforce’s framework for setting goals which include the vision, values, methods, obstacles, measures.

● OGSM - Objective, Goals (SMART Goals), Strategies, Measures - a business-planning framework that helps organizations link their long-term visions and strategies to short- and medium-term goals, actions, and measures. Adopted by many Fortune 500 companies. In particular, Procter & Gamble.

● Balanced Scorecard - “a strategic planning and management system”. BSC looks at four perspectives, and to develop objectives, measures (KPIs), targets, and initiatives (actions) relative to each of these points of view:

○ Financial: often renamed Stewardship ○ Customer/Stakeholder○ Internal Process○ Organizational Capacity

● Management by objectives (MBO), also known as management by results (MBR) includes five steps:

○ Review organizational goal○ Set worker objective (SMART goals)○ Monitor progress○ Evaluation○ Give reward

How does your team set goals?

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