Thursday, 15 February
Today's Topic
Q1 Goal Status

Skill + Do

Determining how you will measure goals is crucial to setting goals. It’s easy for revenue-based goal setting, but serious thought is needed when the goals aren’t easily quantifiable.

Goals mean nothing without a measurement protocol. The OKR system is good and simple (Objectives and Key Results), but MySalesDay recommends the SMART system because it has more teeth and is simple.

S = Specific. "Break the Acme Inc. account for $100k in Q3" is very specific. "Break the Acme Inc. account" is not.

Measurement. What specifically are the criteria that will measure success for your goals? When it’s an account-based goal, the measurement is easy: break Acme Inc. for $100k. The measurement criteria are there, and the answer will be binary: yes, no. You’ll break it, or not. But what about a skills goal like growing your objection-handling skills? You’ll have to think of ways that can be measured.

A is for Achievable. You want to stretch, but you don’t want to tear ligaments doing it. This one involves some subjectivity, but the issue is creating easy goals.

Relevant comes next, aligning with what the company wants or not. Maybe Acme Inc. is not the type of account the company cares about and, therefore, doesn’t want you to focus on it.

T is for Time-bound. This is set automatically because you’re developing quarterly goals. Your time period is 90 days. Again, simple, right?

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“Be miserable. Or motivate yourself. Whatever has to be done, it’s always your choice.” Wayne Dyer

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