What this is
A short fillable doc for two to three team goals, plus a reporting section that spells out exactly how the numbers get pulled and by whom.
When to use it
Use it at the start of a quarter or planning cycle, before the work starts, not as a retroactive summary of what already happened.
Common mistake
Writing a goal that sounds ambitious but that only you know how to check, so three months later nobody can agree on whether you actually hit it.
How to use this
- Download the Word doc, or copy the template above.
- Name two to three real goals and fill in why each one matters right now.
- Fill in the reporting method so anyone on the team can pull the number themselves.
Goals that only live in your head don't align a team. Write down what you're actually aiming for, how you'll know if you got there, and how anyone on the team can check the number themselves.
Goal 1: [Name it]
[What this goal actually measures, and why it matters right now, not just that it sounds good.]
Goal 2: [Name it]
[Same as above. Two to three goals is usually the limit before none of them get real attention.]
Goal 3: [Name it]
[If you need a fourth, ask whether it's actually a goal or a task disguised as one.]
Reporting
Explain precisely how the numbers get pulled and by whom. Share the actual method, the report, the dashboard, the query, so anyone on the team can check it themselves, not just you.
| Metric | How it's tracked | Who can pull it |
|---|---|---|
| [metric 1] | [tool or report used] | [anyone, or specific roles] |
| [metric 2] | [tool or report used] | [anyone, or specific roles] |
Two common structures for goals are SMART (Specific, Measurable, Achievable, Relevant, Timely) and OKRs (Objective, Key Results). Neither is required, use whichever your team and your own leadership can actually work with without translating it every time.