If you get a chance, watch this Youtube video
regarding the daily habits of successful people. Although all the habits are great, one of them should hit home for businesses. The narrator suggested setting 90-day goals for your employees – you can think of them as goal sprints. We have all set goals and then failed to achieve them for any number of reasons, many of them coming down to the fact that we lose track or focus, or because other things get in the way. Setting 90-day goals is a way to avoid this.
Will Mancini’s blog “Clarity Changes Everything
” speaks specifically to the advantages of goal sprints, or 90-day goals. For example, a 90-day goal:
· Makes it easy to focus your attention
· Prevents the discouragement of thinking you’re not going anywhere
· Regathers personal and business energy that has been dispersed and fragmented
· Creates an “eye of the storm” of calm singularity amid the swirl of competing responsibilities
· When achieved, one after the another, creates confidence and maintains momentum.
In a blog written by Anjal Binayak, published in Asian Efficiency
, he points out that looking 90 days out, you have a good idea of what you can actually get done in that time frame, so your capacity estimates are about right, and yet you can make some very substantial progress towards a big goal. Additionally, “It leads to moving faster without compromising strategy (allowing you to be) more agile”.
Planning a year in advance, or even having a 5-year plan is great, but let’s be honest. If 2020 taught us anything, it’s that things are going to change and any plans, especially any long-range ones, are going to change whether we like it or not.
In an entrepreneurial setting, or a small business venture, the goals you set a year in advance may not have much relevance 3 or 6 months down the road. Another advantage of 90-day goals is that you open up more options. Victoria Lynden, founder of Kohana Coffee in Austin, Texas says, “In 90 days, if I’m going to fail, I’m going to fail fast”. By failing fast, we give ourselves the opportunity to reset and move forward. In a blog published in Subhub
, the author summaries it quite well: “The flexibility of having four goal-setting periods in one year, rather than just one, means that you’re able to see what’s working and what isn’t. There’s much less risk of wasting an entire year on the wrong goal or pursuing something that isn’t working purely because you’ve invested so much time and energy on it.”