Why Goal Setting Fails (And How to Fix It In Your Practice)

Why do our best-laid plans fall apart? Why do we set goals with full confidence only to see them collect dust a few months later? And, most importantly—how do we actually make goal setting work in our practices? Let’s get into it.

Why Goal Setting Feels Great (But Often Fails Miserably)

Setting goals feels amazing. It’s that fresh-start energy, that “this is definitely the time I get my act together” rush. But actually achieving those goals? Different story.

Here’s why goal setting tends to flop:

1. Your goals are either too vague or way too ambitious.

“I want to grow my practice” isn’t a goal. It’s a vibe. On the other hand, setting a goal like “We’re going to completely overhaul our onboarding system this month” is probably setting yourself up for failure.

2. You’ve got too many damn goals.

Look, I get it. You want to fix everything. But when you set too many goals at once, you end up accomplishing exactly zero of them.

3. No one’s actually accountable.

If a goal exists but no one owns it, does it even exist? (No. No, it does not.) Without clear ownership, your goals are just nice ideas floating in the ether.

4. You’re chasing every new idea like a caffeinated butterfly.

Read: shiny object syndrome. You start out strong, but then—oh look, another new strategy to try! A cool new idea to pursue! Before you know it, your original goals are way in the rearview.

5. You’re not tracking progress.

If you don’t track how you’re doing, you won’t know if you’re on track or completely off the rails. And if you don’t check in on your progress? That goal might as well be written on a Post-it buried under your desk clutter.

How to Set (and Actually Achieve) Goals That Stick

After years of trial and error (and watching plenty of practice owners spin their wheels), here’s the approach I swear by:

1. Set Fewer, Clearer Goals

Stick to three major goals per quarter—not 10, not 15. Three. And make them SMART: Specific, Measurable, Achievable, Relevant, and Time-bound. (Shoutout to Gino Wickman’s Traction for this approach—because it works.)

2. Break Goals Into Bite-Sized Steps

A 90-day goal is useless without a roadmap. Break it down into small, manageable steps so you always know your next move. Bonus: This keeps motivation high because you’ll see progress instead of just waiting for some big payoff later.

3. Assign Ownership (No, Really—One Person)

Every goal needs one person responsible for making sure it gets done. Not “the team.” Not “everyone.” One person. Collaboration is great, but accountability is king.

4. Track Progress Like Your Success Depends on It (Because It Does)

Weekly check-ins = no surprises. You need a system to regularly review whether a goal is on track or off track so you can adjust before it’s too late.

Avoid These Goal-Killing Traps

⚠️ Slipping back into old habits. Without regular check-ins, you’ll default to what’s comfortable (which is often the opposite of progress).

⚠️ Being afraid to adjust. If something’s clearly not working, pivot. Stubbornly sticking to a failing plan won’t magically make it successful.

⚠️ Perfectionism. Progress beats perfection every single time. If you’re waiting for the “perfect” conditions, you’ll be waiting forever.

Take Action: Join the Culture Focused Practice Membership

Want help putting this into action for real? The Culture Focused Practice Membership is where we take these concepts and actually implement them—with live trainings, Q&As, and a community of practice owners making it happen.

If you’re into EOS, check out my EOS Mastermind waitlist for hands-on guidance in applying these principles to your business.

And hey—don’t forget to listen to the latest Culture Focused Practice Podcast episode on this exact topic. Let’s get those goals working for you, not against you.

See you next time! Now go get to it. 🚀

About the Author

Dr. Tara Vossenkemper is a gently-candid consultant who’s been in the trenches of group practice ownership since 2017. With a hearty blend of depth, irreverence, and a solid dash of humor (or so she hopes), Tara helps practice owners navigate the can-be-messy process of hiring, culture-building, vision generating, people-y issues, and all the other things that keep you up at night. When she’s not consulting, she’s probably wrangling her animals or homeschooling her kids—because why not add more chaos to the mix?

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