Life Goal Worksheet

Life Goal

Try this Worksheet to set a Life Goal

Setting a life goal to initiate change in your life can be very useful in taking the best care of yourself and your loved one. A goal is something you would like to achieve within three to six months. But a goal is only a dream if it doesn’t have a plan behind it.

Life Goal

Framework Specifications

Using the SMART framework, you can affect positive change in your life and turn dreams into reality. This worksheet is designed to help you set a few goals to improve your life. The acronym SMART is explained below:


    • S = Specific: Make your goal clear, specific and easy. It’s the what, why, and how of the goal. For example, instead of setting a goal to take better care of myself, set a specific goal to find someone to stay with your family member once a week or to walk 3 miles at an aerobically challenging pace.


  • M = Measurable: You’ll never know if you accomplished your goal if can’t measure it. Include some deadlines when writing your goal. For example, I will find time to walk 30 minutes each day by six weeks from now by starting with 10-minute walks and increasing the length by 10 minutes every two weeks.
  • A = Attainable: A goal needs to stretch you slightly so you feel you can do it but don’t make it such a stretch that you are doomed to failure. Reaching your goal will require a real commitment from you. The feeling of success will help you stay motivated.
  • R = Realistic: The goal needs to be realistic for you and where you are at the moment. Devise a plan or a way of getting there which makes the goal realistic. A goal of never again eating sweets, cakes, crisps and chocolate may not be realistic for someone who really enjoys these foods.
  • T = Timely: Set a timeframe for the goal: for next week, in three months, by your birthday. Without a time limit, you’ll feel like you can start at any time. Putting an end point on your goal gives you a clear target to work towards.


Go through the worksheet below, and the end, you will be emailed your first goal and some additional tips to help you get started.

Identify your first life goal. Pick something you want to change in your life. There may be many things that are bothering you to choose from so try to start with the most frustrating one or the one you think you can most likely achieve. List a few ideas here:




Make Your life Goal SMART:

Picking your first life goal from above, use the worksheet below to more fully plan it out. Here’s an example of a SMART goal:

Because I want to improve my future revenue, I will allocate 30 minutes each day to perform an active opportunity search related to my selected business..

I’ll reward myself for accomplishing this by going out to a meal with an old friend. I am fairly confident I can achieve this life goal.


Life Goal Title (what I will accomplish): ___________________________________________

Why I want to accomplish this goal: __________________________________________

How I will accomplish my life goal: ______________________________________________

When will I accomplish my life goal by: __________________________________________

What activities will I do and how often to support this life goal:

Activity Description

How Often or By When

Date Complete
(You can update this column as you go)

–> –> –> –> –> –> –> –> –> –> –> –> –> –> –> –>

How Confident are you that you will achieve your life goal (circle)?

Not at all // Somewhat // Very Much

If you are not feeling very confident about your life goal, you might want to go back and revise it. You should feel pretty confident that you can do this which you can.

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Do you know the life cycle of your company?

All organizations have a life cycle. Thus face standard challenges as they grow. At each new stage, an organization must deal with these challenges. How well or poorly management addresses these challenges. Which goes from one stage to the next, deterimines if the company succeeds or fails.

Life Cycle of a Growing Company This process while easily understood is not easy. One of the greatest challenges a manager faces is the belief that a set of systems, challenges or processes can be skipped. While occasionally, what venture capitalists call Unicorns, may fast track the situation. Eventually a well-managed company must put in place standard systems and processes or they will fail. Leaders who fail to understand their life cycle needs will impact the growth of their companies. This will lead them to premature failure.

Therefor, the challenges that every company must overcome at each stage arise from the growth and success of the company. This simple unavoidable reality leads to the following phases. It is a typical challenges.

The 4 phases of life cycle growth in an SMB Companies are:

  • Consultant ($50K to $400K)
  • Small Business ($400K to $1M)
  • Medium ($1M to $20M)
  • Large ($20M to $100M)

The best way to understand each life cycle  is through a structured approach to the organizations style. Also with company culture. This starts with consulting which leads to small business and finally to operating a large company.


This phase consists of one or two people working as business-to-business advisors. They generate between $100K and $200K, per consultant. Each consultant can supports a staff of one to three people. In addition there are seldom systems or rules, thus processes are owner-driven and controlled.

This model is slightly scalable through the addition of other consultants. Also some growth is possible if product or hardware sales are included.

This phase is driven by wide-ranging clients which drive company ups and downs. Thus the consultants must single-handedly managing all aspects of the enterprise. Examples include having to market and produce income. The limitation of revenue and personnel either inhibit or drive growth into the next phase.

Small Business

This phase consists of three to fifteen people. Systems become necessary, therefore, systems start to take shape. Payroll becomes mandatory and infrastructure begins to develop. This can be a difficult phase because roles begin to stratify while key individuals must continue to perform both sales and operations.

The long hours begin in this phase. Thus, it is not unusual for key personnel to regularly work sixty-hours plus. So many companies never make it out of this phase. Therfor a system of operations is needed (usually retail type operations) or they fall back to the consulting phase. A more manageable and lifestyle-friendly undertaking.

For example, owners with young families often have to make a choice of growing through this phase and missing some of  family time or  falling back into the consulting mode and spending more time with family.

During this phase, it is also not unusual for owners to pour money back into the company and actually make less money than in the consulting phase. This is due to the fact they are feeding –or investing gains—into a growing company.

Medium Business

This is the target size for many businesses. This size creates an company with clear roles and responsibilities. There are between twenty and 150 employees. Employees can focus on systems, growth, customer relationships and strategic direction. First line managers can focus on execution.As a result, at this size, they can have dedicated sales people, accounting, and professional services.

A healthy mid-size business can fund several six-figure salaries and generate profit of $500K plus. Though key employees at this income level can afford to reduce their hours, because of their heightened level of responsibility and commitment to the company, it isn’t usually the case.

The transition to a larger company requires significant change for growth to occur. This may happen by the business being purchased by a larger company. Thru long hours of work and significant dedication, this stage and beyond, is attainable.

Large ($20M to $100M)

Very few businesses achieve this size. It is $20 Million to $100 Million in revenue with a few hundred employees. At this size knowing all of the employees is difficult for a leader. To have any hope of success, the processes must become mature which leads to less flexibility. As this level is reached, any significant growth will probably occur through acquisition and owners explore employee buy-outs or IPOs as exit strategies. At this size, the company also becomes an attractive target themselves.

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