goals-accountability · diff
git:20260705.acb5571 to git:20260705.a28c4ce
19 added, 19 removed. Audit A to A.
---
name: Goals & Accountability
- description: Turns vague intentions into SMART goals with both lagging targets and controllable leading indicators, then keeps them alive with a 10-minute weekly check-in template, an accountability structure (visible goals, public commitments, partner check-ins), and a quarterly reflection that converts the quarter into lessons. Use when someone says "help me set goals I'll actually stick to", "I set resolutions and abandon them by February", "build me a goal tracking system", or wants a weekly review cadence for personal targets. Do NOT use for company or team objective-setting — use okr-builder instead — or for building daily habits — use habit-builder instead.
+ description: Turns vague intentions into SMART goals with both lagging targets and controllable leading indicators, then keeps them alive with a 10-minute weekly check-in template, an accountability structure (visible goals, public commitments, partner check-ins), and a quarterly reflection that converts the quarter into lessons. Use when someone says "help me set goals I'll actually stick to", "I set resolutions and abandon them by February", "build me a goal tracking system", or wants a weekly review cadence for personal targets. Do NOT use for company or team objective-setting - use okr-builder instead - or for building daily habits - use habit-builder instead.
---
# Goals & Accountability
Goals without a tracking system are wishes. This skill turns intentions into SMART
goals, then keeps them alive with weekly check-ins and quarterly reflection.
## Step 1: Write SMART goals
Every goal must be:
- - **Specific** — names exactly what will change.
- - **Measurable** — has a number you can verify (the target).
- - **Achievable** — a stretch, but realistic with effort.
- - **Relevant** — tied to a larger objective you care about.
- - **Time-bound** — has a deadline.
+ - **Specific** - names exactly what will change.
+ - **Measurable** - has a number you can verify (the target).
+ - **Achievable** - a stretch, but realistic with effort.
+ - **Relevant** - tied to a larger objective you care about.
+ - **Time-bound** - has a deadline.
```
Weak: "Get better at writing."
SMART: "Publish 8 blog posts by Sept 30, averaging 1,000+ words each."
```
## Step 2: Separate lagging from leading indicators
- - **Lagging indicator** — the outcome (e.g. "8 posts published"). You can only measure
+ - **Lagging indicator** - the outcome (e.g. "8 posts published"). You can only measure
it after the fact; you can't act on it directly.
- - **Leading indicator** — the behavior that drives the outcome (e.g. "write 30 min daily",
+ - **Leading indicator** - the behavior that drives the outcome (e.g. "write 30 min daily",
"draft 1 outline per week"). These you control *now*.
- Track leading indicators weekly — they're the steering wheel; lagging is the rear-view mirror.
+ Track leading indicators weekly - they're the steering wheel; lagging is the rear-view mirror.
## Step 3: Weekly check-in (10 minutes)
Each week, for every active goal:
```
Goal: <name> Target: <X by date>
- Leading indicator this week: <did I do the driving behavior? Y/N + number>
- Progress toward target: <current vs. target>
- On track? <green / yellow / red>
- Biggest obstacle: <...>
- One adjustment for next week: <...>
```
- Honesty beats optimism here — a red flag in week 2 is recoverable; a red flag in week 11 is not.
+ Honesty beats optimism here - a red flag in week 2 is recoverable; a red flag in week 11 is not.
## Step 4: Accountability structure
- - **Make it visible** — share goals with a manager, peer, or accountability partner.
+ - **Make it visible** - share goals with a manager, peer, or accountability partner.
- **Commit publicly** to next week's leading actions; report on them next check-in.
- - **Pair up** — a weekly 15-minute partner check-in dramatically raises follow-through.
+ - **Pair up** - a weekly 15-minute partner check-in dramatically raises follow-through.
## Step 5: Quarterly reflection
At quarter's end, for each goal, journal:
- Did I hit the target? By how much?
- Which leading behaviors actually moved the needle?
- What got in the way repeatedly (systemic, not one-off)?
- What will I keep, drop, or change next quarter?
- What did I learn about how I work?
Reflection converts a quarter of effort into a permanent lesson.
## Tips
- - **Limit to 3-5 goals** at once — focus beats breadth.
- - **Review goals where you'll see them** (dashboard, pinned note) — out of sight, out of mind.
- - **Celebrate progress**, not just completion — reinforces the leading behaviors.
+ - **Limit to 3-5 goals** at once - focus beats breadth.
+ - **Review goals where you'll see them** (dashboard, pinned note) - out of sight, out of mind.
+ - **Celebrate progress**, not just completion - reinforces the leading behaviors.
## Anti-patterns
- - Goals with no number — you can't tell if you're winning.
- - Tracking only the outcome — by the time it's off, it's too late to act.
- - Setting 12 goals — none get real attention.
- - Setting goals in January and never looking again — review or it's theater.
+ - Goals with no number - you can't tell if you're winning.
+ - Tracking only the outcome - by the time it's off, it's too late to act.
+ - Setting 12 goals - none get real attention.
+ - Setting goals in January and never looking again - review or it's theater.