Over the last 2 days, we looked at the 7 pie pieces that make up your ‘Wheel of Life’: 

• Financial Success
• Personal Growth
• Deep Relationships
• Giving Back
• Spirituality
• Intellectual Stimulation
• Physical Wellness 

I asked you to answer these questions:  

• What areas do you see in yourself that could be strengthened? What knowledge, experience, training, and personal relationships do you need to get there?
• What steps do you need to take to make sure you have no regrets at the end of your life and career?
• What area of the wheel do you think most needs your attention right now and why?
• Where do you want to be ten years from now in your career? In your life?
• Three years from now?

Today, we will use your answers to these questions to set medium and short term learning and performance goals… and make sure those performance goals are S.M.A.R.T. (see below for more information on Learning vs. Performance Goals and S.M.A.R.T.)

Let’s do it:

1. Working backward from the 3 year goal you established in the questions above, pick one feasible, achievable, and measurable 1 year goal.
2. Once you’ve determined your goal, designate what you will do to achieve that goal within the next 60 days, 6 months and a year. For each category, pick at least one performance goal and one learning goal. These are your milestones along the way to success.
3. Be prepared to discuss and refine your goals with your support partners.

My 1 Year Performance Goal:   _________________

What I will do to achieve it:

• 30 day performance goal:
• 30 day learning goal:
• 60 day performance goal:
• 60 day learning goal:
• 6 month performance goal:
• 6 month learning goal:

Goals Primer

Two types of goals:

Performance Goals are quantitative goals that offer concrete, measurable parameters that define success.

Examples:

• Lose 20 pounds by the time summer arrives
• Increase my sales by the 3rd quarter
• Find the love of my life by the time I’m 30
• Quit smoking within one year

Learning Goals are qualitative, mini-goals that define what you need to learn to help yourself achieve a specific performance goal. As long as you do the work, there’s no way to fail at a Learning Goal.

Examples:

• Learn the proper technique for at least three new toning exercises by June 1st
• Find and adopt at least two successful practices a mentor or expert has used to increase sales
• Commit to dating for one year and, after each experience, write down one thing you learned you want/need in a relationship and one thing you would rather do without
• Learn the psychology of addiction and note how/when I successfully replace old habits (smoking) with new one

When setting performance goals, make sure they are:

S = Specific – What is it, exactly, that you hope to accomplish? The more specific the goal, the more focused your efforts will be.

• Not Specific: “Be more successful”
• Specific: “Increase client retention by 20%”

M = Measurable – Can you measure your success? How? With numbers? Percentages?

A = Achievable – Can you reach this goal? Setting goals too high only sets you up for disappointment. Set smaller mini-goals if necessary.

R = Relevant – Will reaching this particular goal enhance your life? How?

T = Time-bound – Give yourself a deadline – otherwise you have a wish, not a goal!

Tomorrow, we will look at who to recruit to help you stay accountable for your goals.