How to Set Goals with Your Manager as a Contract Attorney
Setting goals with your manager as a Contract Attorney isn’t about agreeing on a list of tasks. It’s about aligning your work with the strategic objectives of the project and demonstrating your value in measurable terms. This is about owning outcomes, not just activities.
By the end of this, you’ll have a framework for setting goals that protect revenue, contain costs, and retire risk. You’ll walk away with a script for negotiating objectives, a scorecard to evaluate goal quality, and a checklist to ensure alignment. You can apply these tools this week to reset expectations and demonstrate your strategic value.
What this is: A practical guide to setting meaningful and measurable goals with your manager. What this isn’t: A generic discussion of performance management theory.
What You’ll Walk Away With
- A goal negotiation script to align your objectives with project priorities.
- A goal quality scorecard to evaluate whether your goals are specific, measurable, achievable, relevant, and time-bound (SMART).
- A stakeholder alignment checklist to ensure everyone is on the same page.
- A risk mitigation framework to proactively address potential roadblocks.
- A communication cadence template to provide regular updates on your progress.
- A value demonstration plan to showcase your contributions.
- A language bank of phrases to use when discussing goals with your manager.
The Goal: Align Your Work to Project Success
The core mission of a Contract Attorney is to protect the organization from legal and financial risks while ensuring project success. Your goals should directly contribute to this mission.
Example: Instead of a goal like “Review contracts,” aim for “Reduce contract-related risks by 15% by Q3, measured by the number of claims filed.”
What a Hiring Manager Scans for in 15 Seconds
Hiring managers quickly assess whether a Contract Attorney understands the business impact of their work. They look for:
- Quantifiable goals: Numbers, percentages, and specific targets.
- Risk mitigation: Proactive measures to prevent legal and financial issues.
- Strategic alignment: Goals that support the overall project objectives.
- Stakeholder engagement: Collaboration with internal and external parties.
- Clear communication: Concise and effective updates on progress.
The Mistake That Quietly Kills Candidates
The biggest mistake is setting vague, activity-based goals instead of outcome-oriented ones. Vague goals make it impossible to measure your impact and demonstrate your value.
Use this to rewrite a weak goal into a strong one:
Weak: “Review contracts thoroughly.”
Strong: “Reduce contract-related disputes by 20% in Q2 by implementing a standardized review process and training stakeholders on key terms.”
Negotiating Goals: The Script
Use this script to negotiate meaningful goals with your manager. This ensures alignment and demonstrates your proactive approach.
Use this script to start a goal-setting conversation:
“I’m committed to supporting [Project Name]’s success. To ensure my efforts are aligned with our top priorities, I’d like to discuss specific, measurable goals for this quarter. I propose focusing on [Key Area 1] and [Key Area 2], with the aim of [Quantifiable Outcome 1] and [Quantifiable Outcome 2]. What are your thoughts on this direction?”
The Goal Quality Scorecard
Use this scorecard to evaluate the quality of your goals. It ensures they are SMART and aligned with project needs.
Use this scorecard to evaluate proposed goals:
- Specific (25%): Is the goal clearly defined and focused?
- Measurable (25%): Can progress be tracked and quantified?
- Achievable (20%): Is the goal realistic and attainable?
- Relevant (20%): Does the goal align with project objectives?
- Time-bound (10%): Is there a clear deadline for achieving the goal?
Stakeholder Alignment: The Checklist
Use this checklist to ensure all stakeholders are aligned on your goals. This prevents misunderstandings and ensures everyone is working towards the same objectives.
Use this checklist to ensure stakeholder alignment:
- Identify key stakeholders: Who needs to be involved in the goal-setting process?
- Share proposed goals: Communicate your objectives clearly and concisely.
- Solicit feedback: Ask for input and suggestions from stakeholders.
- Address concerns: Resolve any issues or disagreements.
- Document agreement: Formalize the goals and ensure everyone is on board.
- Communicate updates: Provide regular progress reports to stakeholders.
Risk Mitigation: Proactive Planning
Identify potential roadblocks and develop mitigation strategies. This demonstrates your foresight and ability to handle challenges.
Example: If a goal is dependent on vendor performance, include a contingency plan in case the vendor fails to deliver on time.
Communication Cadence: Regular Updates
Establish a regular communication cadence with your manager. This keeps them informed of your progress and allows for timely intervention if needed.
Use this template for weekly updates:
- Progress summary: A brief overview of your accomplishments.
- Key milestones: Highlight any significant achievements.
- Challenges: Identify any roadblocks or issues.
- Next steps: Outline your plans for the coming week.
- Requests: Ask for any support you need.
Demonstrating Value: Quantifiable Results
Track your progress and quantify your results. This provides concrete evidence of your contributions.
Example: Instead of saying “Improved contract compliance,” say “Increased contract compliance by 25%, resulting in a $50,000 reduction in legal fees.”
Language Bank: Phrases That Sound Like Success
Use these phrases to communicate your goals and progress effectively.
Use these phrases to discuss goals with your manager:
- “I propose focusing on [Key Area] to achieve [Quantifiable Outcome].”
- “My goal is to reduce [Risk] by [Percentage] by [Date].”
- “I will measure my success by [Metric] and report progress weekly.”
- “To mitigate potential risks, I will implement [Mitigation Strategy].”
- “I am committed to delivering [Outcome] and contributing to [Project Success].”
Quiet Red Flags: The Subtleties That Sink You
Failing to proactively identify and address potential risks is a major red flag. It suggests a lack of foresight and strategic thinking.
Contrarian Truth: It’s Not About the Hours, It’s About the Impact
Most people think putting in long hours is impressive. Hiring managers actually scan for efficiency and results because it predicts project success. Focus on delivering value, not just spending time.
What Strong Looks Like: The Checklist
A strong Contract Attorney sets goals that are specific, measurable, achievable, relevant, and time-bound. They proactively identify and mitigate risks, communicate effectively, and demonstrate their value in quantifiable terms.
If You Only Do 3 Things
- Negotiate meaningful goals: Align your objectives with project priorities.
- Track your progress: Quantify your results and demonstrate your value.
- Communicate effectively: Keep your manager informed of your progress.
FAQ
How do I align my goals with the overall project objectives?
Start by understanding the project’s strategic priorities. Discuss your proposed goals with your manager and ensure they directly contribute to the project’s success. For example, if the project aims to reduce costs, set a goal to identify and implement cost-saving measures in your area of responsibility.
What if my manager sets unrealistic goals?
Communicate your concerns respectfully and provide data to support your position. Suggest alternative goals that are more achievable and still contribute to the project’s success. Frame it as a collaboration to ensure realistic expectations and avoid burnout.
How do I measure my progress towards my goals?
Identify key performance indicators (KPIs) that are relevant to your goals. Track your progress regularly and report your results to your manager. Use tools like spreadsheets or dashboards to visualize your progress and identify areas where you need to improve. For instance, track the number of contracts reviewed per week or the percentage of contract-related disputes resolved.
What if I encounter unexpected challenges that prevent me from achieving my goals?
Communicate the challenges to your manager as soon as possible. Explain the impact on your goals and propose alternative solutions. Be proactive in identifying and mitigating risks to minimize the impact on the project. Document all challenges and solutions for future reference.
How do I demonstrate my value to my manager?
Quantify your results and highlight the impact of your work on the project’s success. Share positive feedback from stakeholders and showcase your contributions to the team. Use data and metrics to demonstrate the value you bring to the organization. For example, showcase how you reduced contract-related risks, saved the company money, or improved stakeholder relationships.
What if my goals change mid-project?
Communicate with your manager and stakeholders to understand the reasons for the changes. Re-evaluate your goals and adjust your plans accordingly. Document all changes and ensure everyone is on the same page. Be flexible and adaptable to changing project needs.
Should my goals be solely focused on legal compliance or can they include other areas?
While legal compliance is crucial, your goals can and should extend beyond that. Consider goals related to risk mitigation, cost savings, stakeholder satisfaction, and process improvement. A well-rounded set of goals demonstrates your strategic value and contribution to the project’s overall success.
How often should I review my goals with my manager?
Review your goals with your manager on a regular basis, ideally weekly or bi-weekly. This allows for timely feedback and adjustments as needed. Use these reviews to discuss your progress, address any challenges, and ensure you are on track to achieve your objectives. Regular communication fosters trust and collaboration.
What are some examples of measurable goals for a Contract Attorney?
Examples include: reducing contract-related disputes by 20%, increasing contract compliance by 15%, saving the company $50,000 in legal fees, improving stakeholder satisfaction by 10%, and reducing contract review cycle time by 25%. These goals are specific, measurable, achievable, relevant, and time-bound.
How can I ensure my goals are achievable?
Break down your goals into smaller, manageable tasks. Identify the resources you need and the support you require from your manager and stakeholders. Set realistic deadlines and prioritize your work effectively. Regularly review your progress and make adjustments as needed. Don’t be afraid to ask for help if you encounter challenges.
What if my manager is not supportive of my goal-setting efforts?
Communicate the benefits of goal-setting and how it can contribute to the project’s success. Share examples of how goal-setting has helped you in the past. If your manager remains resistant, seek guidance from a mentor or HR professional. Focus on setting goals for yourself, even if your manager is not actively involved.
How do I handle conflicting priorities when setting goals?
Discuss your priorities with your manager and stakeholders to understand their perspectives. Identify the most critical goals and prioritize your work accordingly. Be transparent about your capacity and limitations. Negotiate timelines and resources to ensure you can achieve your objectives effectively. Communicate any potential conflicts to your manager as soon as possible.
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