Setting Goals & Expectations
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Guidelines for Setting Goals
“A goal without a plan is just a wish.”
-- Antoine de Saint-Exupery
It can be easy to get caught up in creating enthusiastic “goals” as a group, but so often
organizations identify “ideals” instead of achievable goals. Here are some guidelines to help
your organization stay on the right track!
1. Goals should be written down, not kept as thoughts.
2. Goals should be specific. The more specific the goal, the more likely it is to be
completed.
 Non-Specific Example: “I’ll study tonight.”
 More Specific Example: “Tonight I will read a chapter in biology and do 10 math
problems from Chapter 4.”
3. Goals should be measurable. A goal such as “I will do well in psychology” cannot be
measured. What is the definition of well? The goal is more measurable if written as, “I
will get a B in psychology.”
4. Goals should be realistic. Goals that are unattainable will quickly lose their meaning and
motivational impact. Ask if the goal is achievable according to time, skills and resources.
5. Goals should have time limits or constraints. There must be some accountability in
terms of meeting goals by a deadline, otherwise meaning and motivation is lost.
However, it is important to construct both long and short-term goals.
6. Goals should be self-chosen and not imposed by others. They should be of value to the
individual and have the potential of creating a sense of accomplishment.
7. Goals should be written in positive language. Avoid using phrasing such as “I will not
fail…, “ “I cannot do… until I do…” or “I will not do any worse than…” Also, even though
they may seem positive, avoid using words such as try, hope, and think. Use of these
types of words provides justification for not accomplishing a goal.
Adapted from University of Louisville Faculty Guide for GEN 101, 1996-97
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Setting Different Types of Goals
The goals that your organization will have for planning an event scheduled one year
from now are going to be very different than the goals you have for scheduling an
effective meeting one week from now. Try to identify goals for your organization and for
yourself based on short, medium, and long term constraints.
Short Term Goals (0-3 Months)
1)
2)
3)
Medium Term Goals (3-9 Months)
1)
2)
3)
Long Term Goals (Over 1 Year)
1)
2)
3)
Personal Goals (What do you want from the organization? What do you need?)
1)
2)
3)
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Goal Planning
What is the Goal?
__________________________________________________________
_
__________________________________________________________
_
What is an objective? An objective is an action towards achieving the goal.
For example: If the goal is to put on a "Tango & Leadership" event, the first objective
might be to find a ballroom dance instructor who is willing to help with the program.
Objective 1: ____________________________________________________
Action Plan # 1:
Action Plan # 2:
Action Plan # 3:
Objective 2: ____________________________________________________
Action Plan # 1:
Action Plan # 2:
Action Plan # 3:
Objective 3: ____________________________________________________
Action Plan # 1:
Action Plan # 2:
Action Plan # 3:
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Establishing Expectations
In order to function well in your organization, be able to work well with other members,
and enjoy the experience, what do you expect?
1. What are your expectations for communication between group members,
officers, and advisors?
2. What do you expect out of relationships with your fellow team members?
3. What are your expectations for group members helping each other with
problems?
4. What are your expectations for holding each other accountable?
5. What are your expectations for leadership development?
6. What are your expectations for dealing with disagreements, conflict, or other
problems?
7. What are your expectations for how meetings will be facilitated?
8. What do you expect of your officers?
9. What do you expect of your members?
10. What do you expect of your advisors?
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