Goal setting

Goal Setting

Goal Hierarchy

Vision (3-5 years) — Where am I going? Who am I becoming?
    ↓
Annual Goals (1 year) — What must be true by Dec 31?
    ↓
Quarterly OKRs — What moves the needle this quarter?
    ↓
Weekly MITs — What 3 things matter most this week?
    ↓
Daily tasks — What do I do today?

Every daily task should trace back to a quarterly OKR. If it doesn't, question why you're doing it.

OKR Methodology

Objective: Qualitative, inspiring, memorable direction. Answers "where are we going?" Key Results: Quantitative, measurable, time-bound. Answers "how do we know we got there?"

OKR Template

Objective: [Inspiring, qualitative direction — no numbers]

KR1: [Metric] from [baseline] to [target] by [date]
KR2: [Metric] from [baseline] to [target] by [date]
KR3: [Metric] from [baseline] to [target] by [date]

OKR Rules

• 1-5 objectives per cycle; 2-5 KRs per objective
• KRs must be measurable — if you can't measure it, it's not a KR
• Good OKRs should be uncomfortable: 70% achievement = success (not 100%)
• KRs describe outcomes, not activities ("revenue grows to $X" not "run 3 campaigns")
• Set quarterly; review weekly; score at end of quarter (0.0-1.0)

OKR Scoring

Score	Meaning
0.7-1.0	Exceptional (but may signal target was too easy)
0.6-0.7	Good — ambitious target, solid progress
0.4-0.6	Mixed — investigate what blocked full achievement
< 0.4	Missed — reassess approach or ambition level

SMART Goals

Letter	Criterion	Bad example	Good example
S — Specific	Clear, unambiguous	"Get healthier"	"Run 3x per week"
M — Measurable	Quantifiable	"Improve writing"	"Publish 2 articles/month"
A — Achievable	Realistic given constraints	"Learn 5 languages"	"Reach B2 Spanish by Dec"
R — Relevant	Connected to larger objectives	Random skill	Tied to career direction
T — Time-bound	Has a deadline	"Someday"	"By June 30"

BHAG (Big Hairy Audacious Goal)

A 10-25 year audacious goal that galvanizes energy. Jim Collins concept.

Characteristics:

• Clear and compelling — no "strategically speaking" hedging
• Requires a leap of faith — can't be guaranteed
• Connects to your core identity and values
• Energizing, not exhausting when you think about it

Example: "Be the person who fundamentally changes how humans interact with software" (vs "build a successful tech career").

Backward Planning

Start from the outcome, work backward to today:

1. Define the desired end state clearly (as if already achieved)
2. Set the deadline
3. Identify the last milestone before the deadline
4. Identify the milestone before that
5. Continue backward to the present
6. Identify the very next physical action

Example

Goal: Launch product by October 1
↓ Last milestone: Beta user feedback incorporated (Sep 15)
↓ Before that: Beta launched to 50 users (Aug 15)
↓ Before that: MVP feature-complete (Jul 15)
↓ Before that: Core engine built (Jun 1)
↓ Today's next action: Write spec for core engine (this week)

Leading vs Lagging Indicators

Type	What it measures	When you know	Example
Lagging	Outcome — result of past actions	After the fact	Revenue, weight lost, book published
Leading	Input — predictive of future outcome	While working	Calls made, words written, workouts done

Key insight: You can only control leading indicators. Design goals around leading metrics, track lagging metrics as validation.

Lagging goal	Better leading goal
Lose 10kg	Work out 4x/week + track meals daily
$100k revenue	Make 10 sales calls/week
Publish a book	Write 500 words/day

Goal Review Cadence

Frequency	What to review	Time needed
Daily	Today's tasks aligned to goals?	5 min
Weekly	MITs completed? Leading indicators on track?	15 min
Monthly	KR progress? Any course correction needed?	30 min
Quarterly	Score OKRs, set new OKRs, review annual goals	2-3 hours
Annually	Reflect on year, set new annual goals, review vision	Half day

Common Goal-Setting Mistakes

Mistake	Fix
Too many goals	Ruthlessly prioritize — 3 quarterly objectives max
Activity goals not outcome goals	"Publish 2 posts" not "Write every day"
No system to review	Schedule review sessions in calendar now
Goals disconnected from values	Check: does this goal actually matter to you?
Vague "someday" goals	Force a deadline — "by when?"
Only lagging indicators	Add leading metrics you control
Setting goals for others' expectations	Audit: whose goal is this really?

Goal Setting Worksheet

## Annual Goal Setting — [Year]

### Life areas to consider:
- Career / Work
- Health / Fitness
- Relationships
- Finances
- Learning / Skills
- Creative / Side projects

### Top 3 annual goals:
1. [Goal] — by [date] — success looks like: [specific outcome]
2. [Goal] — by [date] — success looks like: [specific outcome]
3. [Goal] — by [date] — success looks like: [specific outcome]

### Q1 OKRs (to advance annual goal 1):
O: 
KR1: 
KR2: 
KR3: 

### Leading metrics I'll track weekly:
- [Metric 1]
- [Metric 2]
- [Metric 3]