Set a Writing Goal System

We're coming to the time when traditionally we dream up a list of ways to fail during the coming year. They're called New Years resolutions. I've noticed that refraining from making huge commitments for an extended period is much less effective than taking it a day at a time. I say, "I make resolutions every morning. That's all I can live." When it comes to writing, we're prone to make these resolutions too large, too comprehensive and, let's face it, rather thoughtlessly.

Maybe something different will work better and allow you to feel good about yourself. Instead of the monoliths of resolutions, let's design a simple system of writing goals, rewards and evaluations.

GOALS

The goals must have the attribute of being within your sphere of control. Any goal which involves the words "get an agent" or "will be published" is automatically disqualified (unless you are a publisher). Large goals (like writing a book) need to be divided into sub-goals or mileposts. When a milepost is reached, reward yourself. And begin with a mini-goal you know you can reach to earn a mini-reward. This is setting yourself up for success. Nothing breeds success like success, so get yourself started on a positive roll! Fewer large goals are more likely to be reached within a given time frame, so be realistic.

REWARDS

If your goals are many or include many steps, set up a reward hierarchy that provides little, bitty rewards (like just one chocolate from the candy box) for the smallest successes up to a big reward for completing the major. Only you can decide rewards for yourself. Don't forget intrinsic ones like sharing and celebrating with others. A couple of 'attagirls' can light up your day. If you can tie the rewards to your writing life, so much the better. How about a magazine subscription or a book on writing for a mid-level reward? Or drive downtown to participate in a writing group--you've earned it and damn the gas price!

EVALUATIONS

Standing between working on goals and getting rewards comes the evaluation part. Two major ones begin and end this process. Yeah, it takes time and a little effort and it might provide negative feedback, but this is information you can use to improve your process or system or plan (call it what you will, they're all good words). After drawing up your initial list of goals, review them for feasibility in terms of time, resources, impact on others and potential unwanted effects. You may find yourself overextended and need to cut back or cut out. This is also the time you may discover a goal needs to be broken down into additional smaller steps. Don't forget to adjust the rewards to be compensatory with success at the mini-goal or step.

As the year progresses, periodic "process evaluations" will help determine if you're on track and where adjustments might need to be made. Perhaps you underestimated the amount of time needed for one part of reaching a particular goal. Maybe a step needs further reduction to more manageable steps. As you fine-tune your system, it will work better and better. At the end of the year (or whatever time frame you chose), perform another evaluation and decide if this was beneficial for you. If it resulted in an effective way to manage your career, carry on. That's the best reward--to have found way to work that rewards you and leads to success.