Goals – 2015, Part 2 (QUACK Formula)

p style=”text-align: center;”>The 5 Parameters of a Winning Sales Goal (The QUACK Formula)

In the second of this two-part blog article on effective goal setting in sales, I want to supply you with a memorable formula. If you missed Part 1 of this two-part blog, I told you that smart goals are set in 3 levels:

Minimum – The least amount of production needed for your survival

Target – The production number you’d ideally like to hit.

Stretch – This is the lofty production goal that makes you giggle.

Then I told you to build all of your activity plans around your stretch goal, as if that objective was attainable. We do this so that when (or if) you fall a little short, you’ll still cruise past your minimum goal and land on your target goal. If you didn’t have a chance to read Part 1 of this two-part blog article, please go to the link below and review it:



While in Part 1 I implored you to set three different levels or types of goals, in Part 2 of this goal centered blog I’m going to break down the goal itself and make sure you know what the critical structure (anatomy) of a winning goal is.

As you might know, a good part of my professional career was spent coaching and training salespeople and sales leaders for Aflac. You might recognize this great company for their iconic spokesperson—or should I say, “spokes-duck.” As an acknowledgment to the great work we did there I will offer this breakdown in the way of a fowl acronym and formula.

Q – U – A – C – K

The QUACK goal-setting formula comprises the five components, or parameters, that should be part of the overall composition of your personal and professional goals. Here’s what the letters of the acronym stand for:

Q – Quantifiable

U – Understandable

A – Achievable

C – Controllable

K – Known

That’s right, before you run around quacking out some half-baked goals, I’m going to ask you to think about them and formulate them based on this effective outline. Let’s break them down one by one:


Your goals and objectives in every area have to be measurable. The goal has to have a defined outcome. “I want to achieve ______ by a certain date.” If your goals are not measurable—if you can’t determine whether you actually reached your objective or not—then seek counsel from the person who’s coaching you because your end goal is not distinct enough and it will be hard for you to measure your progress towards the goal as you are working.


I like simple. If your goals are not clear, you are handicapped from the start. Seek to have goals that are as close to concrete as possible. If you are assigned any goals, objectives or metrics that you don’t understand, please seek counsel from your hierarchy or upline.


I’ve shown you the M-T-S method in Part 1 of this blog article. While your stretch goal might be a number or metric that is not completely realistic to you initially, you were asked to use it as a basis to build and drive your activity plan on. You were asked to dream a little to get to this big number. I get it…your stretch goal might seem pie in the sky to you. That’s okay, it’s designed to be that way. The balance of your goals (minimum and target) must be objectives that are realistic to you. Your objectives must be within your ability to complete them successfully. If they’re not, please ask for help. You don’t want to establish numbers that are clearly out of your reach.


I’m not a big fan of any goal that depends on somebody else. If your objectives require help, then you had better make sure you figure out how to gain the competencies or resources you’ll need to perform the tasks on your own. I am also not a fan of any goal that you can’t start working toward immediately. Your goals must be attainable on your own to be reasonable.


Are your goals known? Have you shared them with others? I am suggesting that you seek out an “accountability partner”.  I will also challenge you to write your goals down and tape them to your refrigerator, bathroom mirror or wherever you will see them several times each day. (This part of the process is magic!)

I have NEVER failed to achieve the things I have kept clearly in front of me…clearly in my line of sight.

The great Napoleon Hill said:

“What the mind of man can conceive and believe, it can achieve.”

Making your goals KNOWN and  more tangible by telling others about them is critical. The next step is even more impactful. You should capture pictures, images or photographs of what you want to achieve. This can be images or pictures of a place you want to go on vacation, a new car, a new home, a new kitchen remodel, a child graduating from college, whatever it is that will motivate you to get out of the door each and every morning.

Plastering these images in front of you helps you form a mental picture. As you make known and look at the things you badly want to have or achieve each day you will naturally begin to believe that they are closer to your grasp, and they ARE!

Look, it’s easy to establish informal benchmarks for yourself and then get a little bit off-track with them. When you get sideways or get down on yourself, it’s easy to give up on your goals and simply scrap the process. We’ve all been there! It’s much harder to give up on your goals if others know about them and they are plastered all over your refrigerator, bathroom mirror or office cubicle.

Of course, the best person to share your formal sales or professional goals with is your sales coach or mentor. But, you should also make sure you communicate your objectives with your spouse or significant other. After all, they have some skin in the game, a vested interest in your success. They will help motivate you when the going gets tough.

In summary, your goals must be Quantifiable, Understandable, Achievable, Controllable and Known.

This is the QUACK formula for goal setting and it will lead you to more focused and crystalized objectives, ones you can and will hit if you go to work at all.

These are the same pieces and parameters I use when establishing objectives for my business as well as my personal life. This template will help you clarify what your goals should look like and help you reach them.

If you slow down long enough to review your goals to ensure that they meet these parameters, you will surely have winning goals and you’ll enjoy a more profitable and successful 2015!

P.S. If you haven’t gone to this short video to learn about our BRAND NEW 2015 CAP Coaching program, then please CLICK HERE: CAP Coaching information (Frontline)


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