Goal Setting Procedures

Why big goals fail—and the simple framework to fix that. Big goals are exciting… but they can also feel overwhelming. Most people know where they are (the start) and where they want to go (the end). But the middle? That messy, unclear gap? It stops them in their tracks. 𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻: 𝘀𝗵𝗿𝗶𝗻𝗸 𝘁𝗵𝗲 𝗺𝗶𝗱𝗱𝗹𝗲. By breaking your goals into clear, actionable steps, you eliminate overwhelm, create focus, and build unstoppable momentum. Let me show you how. 𝗧𝗵𝗲 𝗙𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸 𝘁𝗼 𝗦𝗵𝗿𝗶𝗻𝗸 𝘁𝗵𝗲 𝗠𝗶𝗱𝗱𝗹𝗲 ➡ Ideal Goal: What’s your ultimate vision of success? Your North Star—the purpose driving everything you do. ➡ 5-Year Goal: What needs to happen in 5 years to move closer to your Ideal Goal? Turns the dream into something tangible. ➡ 3-Year Goal: What must you accomplish in 3 years to stay on track? Shortens the horizon to create focus. ➡ Yearly Goal: What can you realistically accomplish in the next 12 months? Anchors your vision in actionable, near-term steps. ➡ 90-Day Goal: What’s the one thing that must happen in the next 90 days? Quarterly sprints reduce overwhelm and keep you moving. ➡ Monthly Goal: What’s the one thing you can achieve this month? Break it down into bite-sized milestones. ➡ Weekly Rolling Goal: What’s the most important thing this week? Short-term wins create momentum and clarity. ➡ Daily Clear Goal: What’s the one thing you need to do today? Action starts now—progress is immediate. The Most Common Goal-Setting Problems 𝗢𝘃𝗲𝗿𝘄𝗵𝗲𝗹𝗺: Big goals feel impossible to act on. 𝗡𝗼 𝗰𝗹𝗲𝗮𝗿 𝗽𝗮𝘁𝗵: Without a plan, procrastination creeps in. 𝗟𝗼𝘀𝘀 𝗼𝗳 𝗺𝗼𝘁𝗶𝘃𝗮𝘁𝗶𝗼𝗻: Without small wins, it’s easy to give up. 𝗧𝗼𝗼 𝗺𝗮𝗻𝘆 𝗽𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝗲𝘀: Spreading focus too thin leads to burnout. This framework solves all of these problems. It simplifies complexity, keeps you focused on what matters most, and gives you the confidence of consistent progress. Why This Works 1/ Clarity eliminates overwhelm. You always know the next step. 2/ Momentum builds motivation. Small wins compound into big results. 3/ Focus drives results. Working on one thing at a time keeps you productive and effective. Your Turn: What’s your daily clear goal for today? Let’s make it real. Drop it in the comments below! Big goals aren’t achieved in a single leap—they’re conquered step by step. Shrink the middle, stay focused, and watch your vision become a reality.

𝗧𝗵𝗲 𝗚𝗼𝗮𝗹-𝗦𝗲𝘁𝘁𝗶𝗻𝗴 𝗧𝗿𝗮𝗽: 𝗛𝗼𝘄 𝗡𝗼𝘁 𝘁𝗼 𝗙𝗮𝗹𝗹 𝗜𝗻𝘁𝗼 𝗜𝘁 𝗧𝗵𝗲 𝗧𝗿𝗮𝗽: Setting ambitious goals is crucial, but the pitfall comes when these goals aren't fully understood or when they're borrowed from external benchmarks without real personal insight. The biggest hurdle? Not properly planning the time and resources needed to achieve these goals. 𝗧𝗵𝗲 𝗖𝗼𝗺𝗺𝗼𝗻 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲: Time estimation. It's easy to underestimate how much time tasks will really take, especially when your schedule is already packed. Our experience at OwnersUP, working with over 1,000 entrepreneurs, has highlighted time estimation as a critical hurdle in goal realization. 𝗢𝘂𝗿 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻: 𝗧𝗵𝗲 𝗖-𝗕𝗥𝗜𝗖𝗦 𝗠𝗲𝘁𝗵𝗼𝗱𝗼𝗹𝗼𝗴𝘆 Transform your goal-setting with our structured 𝗖-𝗕𝗥𝗜𝗖𝗦 approach: • 𝗖larify Your Objective: Ensure your goal resonates with your personal and business vision. • 𝗕reak It Down: Segment your goal into 30-minute actionable tasks. • 𝗥esources Identification: Evaluate necessary resources for each task—time, money, assistance. • 𝗜mplement Daily Commitment: Carve out 1.5 hours every day to focus on these tasks. • 𝗖heck-Ins Regularly: Assess progress and fine-tune your strategy continuously. • 𝗦tay Flexible: Be prepared to pivot based on new insights and challenges. 𝗪𝗵𝘆 𝗧𝗵𝗶𝘀 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗪𝗼𝗿𝗸𝘀: 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹𝗶𝘁𝘆: It breaks down lofty goals into manageable actions. 𝗘𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝗰𝘆: Encourages a realistic assessment of time and effort. 𝗖𝗹𝗮𝗿𝗶𝘁𝘆: Fosters a deeper understanding of the path to your goals. 𝗗𝗶𝘁𝗰𝗵 𝘁𝗵𝗲 𝗗𝗼𝘂𝗯𝘁𝘀: No more wondering why goals aren’t met or making excuses. We're talking clear steps, manageable tasks, and real timelines. It’s the step so many miss, then wonder why success seems just out of reach. Say goodbye to the guesswork and hello to hitting those milestones. 𝗜'𝗺 𝗰𝘂𝗿𝗶𝗼𝘂𝘀: Is time estimation your biggest hurdle in achieving your business goals? ----------------------- Hi, I'm Tanya Alvarez. I help B2B service-based entrepreneurs scale profitably and reclaim their time. Need help? Send me a DM.

“All of my traditional approaches to setting goals are falling flat,” my newest client admitted. “My team is going through the motions, but the goals we’re setting have no energy or meaning. I don’t know what to do.” I could hear the frustration in his voice. He wasn’t alone. I’ve had this same conversation with leaders across many industries. Traditional goal-setting methods—SMART goals, annual targets, quarterly OKRs—aren’t enough anymore. They look good on paper, but in practice? They often feel lifeless. Why? Because goals that don’t inspire don’t get achieved. A poorly set goal is like a malfunctioning GPS—it gives you the illusion of direction while leading you nowhere. If you want your team to not just chase a goal, but to own it—to commit with energy, creativity, and resilience—your goals need to meet four powerful criteria: 1️⃣ 𝗠𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹 – The Fire That Fuels Action A goal without meaning is just a task. It won’t ignite passion, and it won’t sustain commitment when the road gets tough. Ask the team: ↪︎︎ Does this goal represent a true breakthrough? Does it challenge us to grow? ↪︎︎ Is the outcome worthy of being our #1 focus? If it’s not, it won’t command our best energy. The most powerful goals feel personal. They connect to a deeper sense of purpose. They make you feel alive. 2️⃣ 𝗠𝗲𝗮𝘀𝘂𝗿𝗮𝗯𝗹𝗲 – The Score That Drives Performance A goal that can’t be measured is like playing tennis without a net. You can exert tremendous effort, but you’ll never know if you’re winning. Ask the team: ↪︎︎ Can we objectively track progress toward this goal? If you can’t measure it, you can’t manage it. ↪︎︎ Do we know whether we’re winning or losing—both in terms of the result and the timeline? The most powerful goals have clear scoreboards—not just at the finish line, but throughout the journey. 3️⃣ 𝗠𝗼𝘃𝗮𝗯𝗹𝗲 – The Levers That Drive Success Setting a goal without defining the specific actions that will drive it is like planting a seed and hoping for rain. Ask the team: ↪︎︎ Do we know exactly what actions, if repeated consistently, will create success? ↪︎︎ Are those actions within our control? The best goals don’t rely on luck or external conditions. They are moved forward by deliberate, focused effort. 4️⃣ 𝗠𝗲𝗺𝗼𝗿𝗮𝗯𝗹𝗲 – The Impact That Makes It Worthwhile If you achieve this goal, will it be worth it? Will it have mattered beyond the numbers? Ask the team: ↪︎︎ Does this goal align with our deeper purpose? If not, why pursue it? ↪︎︎ Will achieving it create an impact we’ll be proud of—something that lasts? The best goals aren’t just achieved. They become stories—milestones of growth, impact, and transformation. When goals meet these four criteria—Meaningful, Measurable, Movable, and Memorable—they don’t just exist on a PowerPoint slide. They ignite teams. They create momentum. They change the game. #Heroic #Coaching #ThriveHive #4DX

As the new year begins, many leaders and individual contributors in Customer Success and post-sale roles are preparing for self-reviews and performance discussions. These moments aren’t just about looking back. They’re your opportunity to set the tone for where you want to go next. 💡But here’s the secret: The best leaders don’t wait for their manager to define their development goals. They take the lead in shaping their career path by identifying strengths, areas for growth, and clear objectives. That’s why I created the Goal Setting Template for Customer-Facing Leaders. This framework builds on the Chief Customer Officer Maturity Model™, which I introduced in my book, The Chief Customer Officer Playbook. The model outlines eight key skills and behaviors essential for success in a customer-facing leadership role, from communication and strategic thinking to customer advocacy and cross-functional collaboration. Here’s how to use it: 1️⃣ Define Strategic Business Goals Start by outlining 2-3 key objectives for the next period that align with your team’s and company’s priorities. Be specific about what success looks like. 2️⃣ Assess Skills and Behaviors Evaluate your strengths and gaps across the eight critical areas from the Maturity Model. Use the framework to highlight where you excel and where you want to improve. 3️⃣ Create an Action Plan For each priority skill or behavior, map out a plan to build expertise. This might include training, shadowing peers, or taking on specific projects. 4️⃣ Collaborate With Your Manager Share your completed template during your performance discussion to foster alignment and ensure your manager knows how they can support you in achieving your goals. 5️⃣ Focus on What’s Next Use this process to identify the skills and outcomes required to expand your scope or position yourself for promotion. 💡 Download Your Template Today: I’ve included a blank Goal Setting Template that you can use to get started. Download it from the link in the comments section below. 📘 Want to Dive Deeper? Explore the eight skills of the Chief Customer Officer Maturity Model™ in The Chief Customer Officer Playbook. It’s packed with practical insights and strategies to help you grow your career and impact. 💬 What’s Your Approach? How do you set and review your development goals? Are there specific techniques or frameworks that have worked well for you? Share your thoughts in the comments. I’d love to hear how you’re planning to grow your career in 2025! #CCO #ChiefCustomerOfficer #CustomerSuccess #PostSaleLeader

A Four-Step Process for Crushing Your Goals in 2025: Have you given up on your New Year's resolutions yet? If so, (or if you're on the brink of throwing in the towel) let's talk about how most people set goals and a four-step process you can use instead. Most people set goals like they’re making a wish. They dream big, get inspired… and then nothing changes. Enter WOOP—a behavioral science-backed framework that turns vague aspirations into concrete achievements. WOOP stands for: 🔹 Wish – What do you really want? Make it challenging but attainable. 🔹 Outcome – How will achieving it feel? Visualize the benefits. 🔹 Obstacle – What’s likely to get in your way? Identify internal and external roadblocks. 🔹 Plan – What’s your strategy? Use if-then planning: If X happens, then I will Y. This simple process is proven to boost goal achievement across all domains: ✅ Personal growth – Sticking to a workout routine? WOOP helps anticipate motivation dips. ✅ Work performance – Preparing for a big pitch? WOOP ensures you’re ready for setbacks. ✅ Financial habits – Trying to save more? WOOP helps override impulse spending. Goals fail when we rely on motivation alone. WOOP works because it turns obstacles into part of the plan.

Goal-setting on the job (at least in America) is, frankly, a national embarrassment. Somewhere along the way, we decided that setting goals was optional—a sort of "extra credit" task instead of an integral part of our work. The result? A culture where goals are either ignored or treated as low-stakes gambles: hit them, and maybe you earn a bonus; miss them, and there’s little consequence. This mindset has held back countless businesses and continues to undermine success today. But it doesn’t have to be this way. Let’s rethink goal-setting with these six principles in mind: 1. Goals are more than job responsibilities. They represent improvement activities and outcomes that drive success at the individual and team levels, going beyond the basics of what’s expected. 2. Goals are assigned with purpose. Every goal should be given to the individual or team best positioned to achieve it and held accountable for its completion. 3. Goals align with broader initiatives—but not always. While most goals (90% or more) likely contribute to company priorities, some may focus on personal development or other areas that still add value. 4. Goals must be collaborative. A goal is not a solo endeavor. It should be developed in partnership—at a minimum, between a manager and their direct report—to ensure alignment and commitment. 5. Goals have deadlines. Every goal should have a clear time-frame, typically within a fiscal or calendar year, to ensure focus and accountability. 6. Complex goals must be broken down. If a goal will take more than a year to complete, it should be divided into smaller, sequential goals to maintain momentum and track progress. Every team member should have two core elements to their role: primary job responsibilities and an ongoing set of goals. These goals should be reviewed regularly—ideally, during a 30-day check-in with their manager. When goals are achieved exceptionally well and bring added value to the organization, then you’re talking about bonus territory. What’s your take? Does your organization treat goal-setting as a core discipline, or is it still in “extra credit” mode? Share your thoughts—and congratulations if you’re already doing this right! #Leadership #GoalSetting #Execution

𝐒𝐦𝐚𝐥𝐥 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐒𝐮𝐧𝐝𝐚𝐲: 𝐘𝐨𝐮 𝐬𝐞𝐭 𝐭𝐡𝐞 𝐠𝐨𝐚𝐥. 𝐍𝐨𝐰 𝐰𝐡𝐚𝐭? 𝐈𝐟 𝐲𝐨𝐮 𝐝𝐨𝐧’𝐭 𝐡𝐚𝐯𝐞 𝐚 𝐫𝐨𝐚𝐝𝐦𝐚𝐩, 𝐲𝐨𝐮’𝐫𝐞 𝐣𝐮𝐬𝐭 𝐡𝐨𝐩𝐢𝐧𝐠 𝐟𝐨𝐫 𝐫𝐞𝐬𝐮𝐥𝐭𝐬. Last week, we talked about goal setting: defining clear targets to work toward in your business. But setting goals is just the beginning. The real challenge? Turning them into action. This week, the small business owner I’m helping started mapping out her roadmap for success. She has four main goals to target, but the key to achieving them isn’t just having the vision; it’s about breaking them down into actionable steps. Since she’s scaling her business, every process needs to be built for growth, from onboarding new performers to ensuring consistent quality and choosing the right tools that will scale with her. Every one of these steps ties back to her revenue goals and timeline targets. And as we worked through this, one major realization hit: Her website wasn’t built for scale. It lacked the right tools to support her growing business. She needed a platform that could not only serve as a marketing and booking tool but also manage her financials, track performances, and handle business operations, all without breaking under pressure. That meant pivoting and finding a system that could support her vision long-term. How to Turn Goals into Actionable Steps ✅ Start with the Big Picture Clearly define each major goal for your business. For her, these included: Expanding her team with new performers Standardizing quality and training Implementing scalable business tools Hitting revenue targets within a specific timeframe ✅ Break It Down Each goal needs smaller, actionable steps. For example, onboarding new performers requires: Creating a structured training program Setting up an evaluation process Establishing performance guidelines Developing an easy-to-follow onboarding system ✅ Identify Gaps & Roadblocks As she worked through her roadmap, she realized her website wasn’t built to support her business as it grew. Addressing that became an immediate priority. Ask yourself: Do your current systems support your goals, or are they holding you back? ✅ Assign Timelines & Owners Set realistic timelines for each milestone. If you have a team, assign owners to key tasks to drive accountability. ✅ Make It Measurable You can’t improve what you don’t track. Define KPIs (Key Performance Indicators) for each step. No matter what it is, measure progress. Now that the roadmap is in place, the next step is execution. That’s where real progress happens. Are You Ready to Scale? Building a roadmap is one of the most important steps in scaling a business, but execution is where it all comes to life. Follow me for more insights, and reach out if you need help making sure your business is built for long-term success. #SmallBusinessSunday #BusinessGrowth #Scalability #GoalSetting #Entrepreneurship #ProcessImprovement