How (And Why) To Set Writing Goals

JoF

In yesterday’s post, 5 Tips For Creating A Writing Schedule, I mentioned that it’s a good idea to set realistic, tangible goals. Reader Sayz Lim asked for a more detailed overview on what I meant, so instead of just amending that post, I’ve decided to write up a more in-depth article on the subject.

Why have goals?

“Most plans fail because people grow discouraged when their work does not yield tangible results.”

You lose motivation when you feel that what you’re doing is meaningless.

This could be for a number of reasons, but it’s probably because you haven’t effectively planned out your goals, causing you to take a path toward an objective that is either unreasonable, or that does not lead to where you want to be.

You need proof that what you’re doing is worth the effort, the hard work, the trials and tribulations. You also need to know that you’re making progress.

Setting goals remedies this problem of discouragement. Doing so allows you to keep up your motivation by outlining what you want to accomplish, providing a map of your progress, and increasing your productivity.

You just need to follow through.

How to set goals

We have to remember that plans also fail when the goals we set are unreasonable.

You don’t want goals that are impossible to accomplish. In the same way, you don’t want goals that are too vague. You want to know the big picture — the final destination — but you also want to break it down into small pieces, or milestones. In other words, you want goals that you can handle.

So, what’s the difference between a reasonable goal and an unreasonable goal?

An unreasonable goal is vague and often unattainable: “I’m going to write thirty articles this month.”

A reasonable goal is clear, detailed, and achievable. It also tends to be specifically time-oriented. For example: “I’m going to write one, 1,000 word article about the Inverted Pyramid by Friday.”

The Writer’s Technology Companion has a great article called How to Set SMART Writing Goals, which looks at the SMART system of project management — constructing goals that are Specific, Measurable, Achievable, Relevant, and Time-bound.

Fundamentally, the SMART system encourages a more precise analysis of goal management, reaching for specific and detailed objectives. It is this form of goal management — or at the very least its essence — that you should keep in mind while forming your goals.

Based on this philosophy, here is a list of questions you should ask yourself when creating a goal:

1. Is the goal specific? Think of the five W’s: who, what, when, where, why (and how). You want to know when you want to accomplish the goal, why you want to accomplish it, and how you intend to go about doing so (who and where is up to you).

2. Is it attainable? Can you realistically complete this objective?

3. Will it be completed within a reasonable amount of time?

4. Will it yield tangible results? When finished completing this goal, will you have something to show for it?

The key is to break down larger goals into smaller, easily manageable pieces.

But then what?

So now we’re full circle, back to where we started: “Most plans fail because people grow discouraged when their work does not yield tangible results.”

Goals, while they increase productivity and provide a clear heading for the future, they don’t guarantee a sense of satisfaction. But planning ahead, outlining your goals, and accomplishing small victories along the way will help to boost your morale and push you forward.

As long as you keep trying, as long as you don’t give up, you will ultimately succeed.