It’s easy to find excuses to put off the goal-setting process, and some executives manage to sidestep the task altogether. But there are fundamental reasons to do the work. Defining and recording goals allows an organization to focus on what it must accomplish over the long haul, and breaking goals into manageable, measurable steps is the most effective way to keep an organization on a constant path toward success.

Here are four tips for establishing the right goals.

1. Gather input from all levels. Remember that few organizational goals can be accomplished without the buy-in and involvement of the workforce. Ask employees to establish basic work goals (those that should be part of their ongoing responsibilities), problem-solving goals (those focused on specific issues), innovative goals (those focused on production improvements, better customer service, new product ideas), and development goals (those focused on the acquisition of new skills). Other goal-setting resources include seminars, mentors, and your fellow business associates. Consider bringing together a “think tank” of managers and employees to aid in the process.
   
   
2. Go back to your business plan. If you're not sure what goals might be in the best interest of future growth, get back to basics -- your business plan can be one of the best frameworks for goal setting. That’s because plans are, by nature, detailed and well thought-out. Use yours as a reference document for goal setting as well as the foundation for decision-making and strategy formation.
   
   
3. Outline how the goals will be achieved. Start by writing down all the goals the organization should reach, and prioritize the items on that list. Then choose two or three specific objectives near the top of the list and create intermediary goals -- the “baby steps” that will lead to the corresponding long-term goals. Short-term goals may require a week to six months; a long-term goal may take a year, three years, or even five years to be realized.
   
   
4. Make goals specific and measurable. Instead of vague goals ("Each sales rep will help the company expand its client base”), attach some numbers, and make it clear who’s accountable ("Each sales rep will complete a sale to 10 new clients within the next 12 months”).

Once your short-term and long-term goals are established, record them to paper and revise them periodically. Keep the short-term goals in plain view so that the organization has a visual reminder of what needs to be achieved. Review long-term goals monthly to make sure they don’t get sidetracked.

When target deadlines approach, assess the situation. If the time required to accomplish a goal was miscalculated and must be extended, be flexible enough to reschedule. However, avoid extending a goal's deadline to accomodate organizational procrastination; this sends the message that the goal wasn’t very important in the first place.

One final tip: never stop setting goals. When each goal is accomplished, set a new one. It's important to constantly stretch and challenge your organization and yourself.