If you are afraid of writing (SMART) goals with your manager, you’ve come to the right place

If you look at performance goals as monsters ready to jump out at you — or as a nasty trick management uses to not give you the performance review rating you deserve — you are not alone.

You see, goals — SMART Goals, business goals, performance goals, whatever management calls them — are almost always written for management. Not from your point of view wanting to show the work you do for your manager.

So if you’ve struggled creating meaningful business goals, reporting on those goals to your manager and setting them up for a good performance review, then keep on reading.

It took me a long time to truly understand the power — and the traps — of goal setting

Goal setting to me used to seem hard. I could never wrap my arms around getting meaningful goals worked out with my manager. And when I did get what I thought were good goals, those very same goals trapped me when it came time for my performance review. Conditions changed, the goals weren’t really measurable — except in my manager’s mind — and the result was a performance review that I didn’t think reflected the work I did.

Frustrating, too. I’d get to the end of the year and try to figure out and report on my performance and it would take me hours, if not days, digging through stuff to see how I really did. You know, don’t you, that if you can’t figure out how to report your goal progress, your manager never will? Yeah, that’s what happens.

Just as frustrating, I’d be given a goal by my manager and I’d have no clue on how to go about achieving it. You know the type: some marker is just thrown out there and when you ask how you are supposed to do it, you are the person who gets to figure it out.  What’s the chance — especially when your manager already has an idea for you to meet the goal, but doesn’t tell you?

Hard knocks. Plus a lot of research. And a lot of push back to my managers on crappy goals. That’s how I learned. I want to help you avoid all those “character building” experiences — life is too short.

I wanted confidence in writing my goals

After all those hard knocks and research, I knew what it took to write good, measurable, achievable goals with a good story on how to meet it. As a manager, I even helped my employees build their goals. Some employees didn’t believe me, but I kept at it showing them how to write the goal, figure out a couple different ways of achieving it, and help report their progress.

A couple of things happened. One, writing and achieving goals finally clicked. There was now a relationship between setting goals, achieving them, and knowing if your manager was simply blowing smoke about goals and your performance review.

Second, when other managers questioned my performance review ratings of my employees during calibration, I could simply point to the goals, show the attainment and close the argument. No other manager did that. Did it help? Well, for one of my employees, in less than 30-seconds explaining the goal attainment, it preserved an extra 2% raise on top of what my manager wanted to give this person and it also translated into an extra ten percent for the bonus.

Knowing how to write and report your goals helps you win more often

Most of the literature, blog posts and articles simply go about defining what it means to have a SMART goal (Specific, Measurable, Attainable, Relevant, and Time-bound). To be fair, unless you have those elements in a goal, you won’t have a good goal regardless of if your company calls your goals “SMART.”

In looking at all the other stuff written about goals, though, very few talk about traps in each of those goal areas. Traps your manager unconsciously uses to keep your performance review less than you deserve.

Everything you need to create great goals is here

Pages and pages — thirty-eight in all — of critical information for your use now in setting goals, reporting your goals, or knowing if you can even reach a goal.

Killer SMART Goals for the Cubicle Warrior. This is where your discovery begins with important goals (from YOUR viewpoint, not your company’s…) and getting the definitions down so we have a clear understanding of the language of goals.




SMART Goal Definitions and Traps. The definitions are where most pundits stop the discussion. In this document, the definition is a paragraph long. The rest of it is all about how to set the goal up right. And the traps that sneak in there to submarine your work. Pages of good stuff on each area (Specific, Measurable, Attainable, Relevant, and Time-Bound) of a great goal.


5 Goal Setting Strategies for the Cubicle Warrior. There are tactics. And there is strategy. If times are great, should you have more or fewer goals? What about when times are tough? Should you want team goals? When you analyze your current employment situation, this gem will help you decide the best approach for your goal setting.


Wildly Important Goals — WIG’s! I’ve successfully used this type of goal approach with my employees before. There are some situations where they work out great — and others where WIG’s are the most dangerous type of goal to have.



SMART Goal Samples. In my research, the most requested need of Cubicle Warriors are example SMART Goals. What does a SMART Goal look like? What are the goal assumptions? What are the ratings and how can we decide what each rating means based on the goal? The sample SMART Goal Worksheet takes examples and gives you multiple ways to rate them based on the criteria in the e-book. You get 16 different examples with different ways of measuring against the ratings using the e-book criteria. Once you see the goals and how their ratings, you should easily adapt these combination measurements of goal attainment in your own work.

What good are goals if you can’t show attainment?

It’s one thing to build goals for your work with management. I could have simply stopped there and you’d have more about SMART Goals then you can shake a stick at. But Cubicle Warriors don’t just build the goals and stick them in a desk drawer only to revive them at Performance Review time.

Instead, Cubicle Warriors stay on top of their results, know whether the goals are working for them and can point to specific accomplishments every work week on their goals. How do they do that?

One way to show goal attainment is through the lowly weekly status report. Most people ignore the lowly status report — and it kills their personal brand of delivering results every week because the status report is so poorly written. If it is written at all.

We don’t want crappy status reports. We want Killer Status Reports for SMART Goals. Killer Status Reports show your accomplishments and use action language to not only keep you on top of your goal attainment, but also show your manager that you deliver results every week.

As part of the SMART Goal suite, you get this 8-page white paper on Killer Status Reports for SMART Goals that shows you what to include and exclude in your status reports. Plus the language to use to show results.

Your status reports can become the competitive differentiators for you in your work.

This is not your typical SMART Goal Stuff

Everything I’ve seen for how to do SMART Goals has fallen ridiculously short on what people who work in cubes need. The information out there is for the business owner, not for the people doing the work. And because your goal attainment is part of your Performance Review, getting SMART Goals right means better job performance — and pay.

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And the Guarantee

I’ve put a lot of work into building this into a competitive advantage for you compared to your coworkers. You get the e-book that gives you the definitions, traps and strategies needed for building goals for your work.

You get the 16-SMART Goal sample worksheet that shows you sample SMART Goals, their assumptions, their sample ways to measure goals to performance review ratings and how different measurements are used to differentiate performance ratings.

You get the definitions — and traps — of using Wildly Important Goals for your work.

And the Killer Status Reports for SMART Goals will help you show your management team that you deliver results every week.

That’s good stuff — stuff that I wished I would have had long ago instead of learning through hard-won experience.

In addition, I’m also providing you a 30-day, money back guarantee. If you are not satisfied with the product, let me know how I could make the product better for you and I’ll return your money. Nothing is more important to me than a person who has learned from my work.

Get the SMART Goal Suite for just $77

The entire SMART Goals suite is $77. The e-book, the worksheet, the Wildly Important Goals and the Killer Status reporting. I think it’s worth more — especially if what you learn here translates into better goals — and performance review ratings.

Showing management that you can deliver results is worth $77, especially in these tough economic times. Delivering on your goals won’t necessarily prevent you from being laid off, but it will help show your results to your current and future employers.

Plus, your satisfaction is guaranteed. Click the “Buy Now” button and to go to PayPal where you can use your PayPal account or a credit card. You will then receive an e-mail with a download link where all the files will directly download to your hard drive.

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PS When SMART Goals make up most of your performance review — which is your raise and bonus — doesn’t it make sense to know how to work SMART Goals on your job better than anyone else? You are not alone — building your goals right can help.

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