Besides the revenue goal that sits on your head for the quarter, focus your goal setting on specific accounts and skill development. (How will you drive more revenue using the same level of skills?)

Let’s say you want to "grow ACME Inc by 50% YOY for Q4" and you know it will take a stronger ability to overcome objections that key ACME buyers throw at you. Add the following goal to your list for Q4: "Improve my ability to handle ACME Inc. objections."

To hit your revenue goals, you must also set smaller and strategic goals. That includes individual account goals and specific goals to grow your skills. Setting goals is only half the formula; you must create and apply a disciplined measurement protocol to gauge your progress and hold yourself accountable.

Measuring revenue goals is simple: you either hit the number or you don’t. It’s trickier when grading your skill growth. Achievement measurement criteria for a skill dev goal like the above might look like this:
1. Create a list of anticipated objections ACME will have for my proposal.
2. Role-play the conversation dealing with the objection with teammates.
3. Observe and gauge the reaction from ACME client by their willingness to collaborate regarding the objection/challenge.
4. Use specific qualifying questions with ACME KDMs to understand how proposed solutions moved them past their objections.

If you actually do the work listed by those four criteria, you’ll be on your way toward learning how your efforts correlate with results and skill growth.