What Must I Do to Get There?
The final goal achievement requires that you meet
the following challenges:
l Implement new activities or changes that are
necessary to achieve the goal.
l Document and analyze the results and
progress of these activities or changes.
l Achieve your current goal and establish a new
PUTTING IT ALL TOGETHER
Lets use what we have learned about goal setting
to help a young recruiter with his professional goals.
You have just been assigned as ZS. While reviewing
Navy Recruiting Personnel Records, you find that
BM2 Storm listed his recruiting goal as meritorious
After taking with the RINC, you
schedule training time for goal setting with BM2
Storm and the RINC together. Before the training,
you gather background information on Petty Officer
Storms advancement eligibility y and production
history. You also contact the CR and find out what
last years meritoriously advanced recruiters had
accomplished. Now you are ready to meet with BM2
Storm and his RINC.
You need to help BM2 Storm answer the three
questions in goal setting.
Where do I want to go? Petty Officer Storms
answer is, Meritorious advancement to BM1. Now
apply the conditions for establishing a goal and
l The goal is specific and clearly defined.
. Petty Officer Storm and the RINC agree that
the goal will be challenging but attainable.
l Petty Officer Storm has written the goal on his
Navy Recruiting Personnel Record.
. The goal does not have a time element or
deadline. At this point you should determine when
the goal can reasonably be attained. How long do you
have to the end of this years competition? Is BM2
Storm within the competitive range for this year or
does he need to set his goal for the coming year? For
this example, let us assume that it is the beginning of
the fiscal year. So we now add the time element to
Petty Officer Storms goal: Meritorious advancement
in FY XX.
l The goal does not include a means to measure
ongoing results. You should help here by letting them
know what last years meritoriously advanced
personnel accomplished. Then divide the
accomplishment into measurable amounts. In this
case, lets say the recruiters who were meritoriously
advanced last year averaged 3.5 contracts per month
and had 70 percent overall A cells. Petty Officer
Storms goal now becomes: I will be meritoriously
advanced at the end of this fiscal year by averaging
3.5 contracts per month and maintaining 70 percent
overall A cells.
l The most important condition is making sure
Petty Officer Storm is personally committed to this
goal. He assures you that this is the case.
Where am I now? Ask BM2 Storm what present
activities are working in favor of reaching his goal.
Ask the RINC to provide input. Help point out areas
that are already helpful in attaining the goal of
meritorious advancement (completed basic eligibility
advancement requirements, passed, but not advanced
[PNAd] the last advancement examination, met
averaging 2.8 contracts per month and maintaining 65
percent overall A cells).
What must I do to get there? First, ask Petty
Officer Storm what new activities or changes he plans
to achieve the goal. You and the RINC may have to
help with suggestions. The final plan must be Petty
Officer Storms. After careful consideration, he plans
to do the following:
Add the junior college to his itinerary and
preprospect it heavily. This will help quantity
as well as quality.
Receive training on the conviction step of the
sale to increase the number of contracts from
Develop one new center of influence (COI)
each month to increase the number of