Setting Personal Goals

The new year, that wonderful time of the year when we all try to set new personal goals, is almost upon us.

For the overachieving leaders out there (I know some of you: limit your personal goals!!!! Too many and you lose focus. It is disappointing not to achieve them.

How about setting one BIG HAIRY AUDACIOUS GOAL and focusing on that one? My advice:

1. Make it a measured stretch goal. In other words, don’t over do it, but make sure that it’s not too easy.

2. Quantify it and track it for six months (at least). How much more quality time will you spend with your family each week? 2 hours? 3? More? Track or journal how many hours you’re actually spending. Six months should allow the new behavior to become habit and sustainable.

3. Have someone hold you accountable and check in with them regularly. A friend, a partner, a mentor or a coach will do, but request that they be tough on you!

4. Celebrate your success. A cup of latte or a party – whatever works for you is fine, and will help you to feel great about your accomplishment.

I am a former executive in a Fortune 100 company. I have owned and operated an executive coaching firm since 2003 called Aspire Collaborative Services LLC. We partner with great leaders to help them become even greater at developing, improving, and sustaining relationships with the people who are essential to their success. This blog is for leaders and those who help them to be more intentional about relationships at work. My top personal values include respect for others, kindness, compassion, collaboration and gratitude. I work very hard at practicing my values daily and when I don’t succeed, I practice some more. I am married with two wonderful daughters and two spoiled pugs.

One comment on “Setting Personal Goals

  1. If you’d like a tool for setting your goals, you can use this web application:

    You can use it to manage your goals, projects and tasks, set next actions and contexts, use checklists, schedules and a calendar.
    A mobile version is available too.

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