- The short-term goal you set has to be very specific, or you won't be altogether certain if you've accomplished it. For instance, a goal to hire 3 employees is not specific; a goal to hire and train 3 salespeople who meet a minimum criteria is much clearer on what needs to happen.
- If the short-term goal you set isn't measurable, you won't know exactly what to shoot for. If you don't have an exact target, you won't be clear on what you need to do. Selling a lot of products is not measurable at all; selling 10,000 dollars in products is a better target.
- It's extremely important that your short-term goal be realistically attainable relatively quickly. Short-term goals are not the place to shoot for the moon. Your goal should be ambitious but realistic, building toward your long-range priorities.
- All short-term goals you set should tie into a larger, longer-term goal. That should be in line with your overall objectives. If your short-term goal is not a step toward the bigger end goal, ask yourself if it's really necessary. If it doesn't move you closer to where you need to be, you likely don't need it.
- Short-term goals should be just that: short-term. Every goal should have a deadline date set for it, like "by June 30 of this year." If a goal doesn't have a time line attached, you won't be motivated to get it accomplished in the short term! One of the most common reasons for goal failure is a lack of a clear and agreed-upon deadline.
- Goals should be written down, posted prominently, and monitored regularly. Everybody working on the short-term goals should always know exactly what is expected of them, and they should know by when it is expected. A plan manager should regularly touch base with everyone working toward the goals to make sure that all deadlines will be met. If goals are written and then forgotten, they're worthless; if goals always have top-of-mind awareness, they get accomplished.
