By measuring progress and development in one endeavour, you are given the chance to improve and do more when the gauge indicates there are still more effort needed. Failure Another importance of goal setting techniques and measures is opening you to the possibility of failure. By being open about the idea, you are made open minded and receptive to the various and possible causes of pending failures. The benefit of putting down the thinking product is the easiness that it can be corrected, paraphrase, or even revised it on the spot. This "revision" process is also very important. As people go on with their everyday chores and concerns, important things that are evolving in the process are recorded in goal setting worksheets for future review. Or perhaps the load of the work resulted in company planning you have just attended is too much with the present manpower in your company, then the goal you have set is not smart because it s not attainable. Perhaps the problem lies not in the lack of money or manpower. Perhaps the problem lies in the time constraint. Short term goals are far better motivation tools than long term, but they can be used to eventually lead to longer-term goals and targets. Goals should reflect priorities. Make sure goals are in line and not conflicting with priorities. Otherwise, the efforts to achieve the set of goals would be futile and inutile despite a good and strong set of motivation and determination. It is also common for institute-initiated professional goal setting to include the identification of area that needs development. This area is then put into focus, and relates it to the individual concerned, without losing sight on the constantly evolving needs for individual career planning. The impact of this group planning to an individual is just astounding. Realistic Employee goals should also be made realistic by infusing concept of practicality, achievability and possibility. Just like how employee goals are made achievable, they should also be made realistic so the attainable ends would be realized by the completion or realization of the employee goal.