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Tips from the GoalMaker ManualSet long-term goals that conform to and augment your values, roles and visions.Long term goals can extend to 30 years or more. The term is not important. Instead, long term goals are simply bigger, longer and more important than the short term goals that you will later define within them. Set Goals for Each RoleYou start by selecting a role. Then you describe the goal. The next step is to flesh out the goal. This gives the goal substance by defining a target date, target value, priority, benefits, obstacles, strategies, rewards and short term goals. Later, you will break down each short-term goal into the specific tasks that need to be completed in order to achieve that goal. The difference between long and short-term goals is that a long-term goal has benefits, obstacles, strategies, rewards and short-term goals, whereas a short-term goal is comprised of tasks or action steps. Ideally, you will be able to list all the short-term goals that will lead you to completion of the long-term goal. In practice, you will often be able to list some short term goals, but will not be sure that those short-term goals are sufficient. That’s OK because you can easily add further short term goals and modify existing goals as circumstances demand, and as you grow to understand your long term goals better.
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