Measuring revenue goals is simple: you either hit the number or you don’t. Grading skill growth is trickier.

How will you drive more revenue in Q2 using the same level of skills used yesterday?

Let’s say you want to "grow ACME Inc by 50% YOY in Q2" and you know it will take a stronger ability to overcome objections ACME buyers throw at you. Add the following goal to your list for Q2: "Improve my ability to handle ACME Inc. objections."

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 offering and/or 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.

Don’t just aimlessly work your accounts, understand how your actions and efforts correlate with results and skill growth.