HR BESTIES - Effective Goal Setting: From KPIs, OKRs to Personal

Episode Date: January 22, 2025

Today’s agenda:  Did we date? Cringe corporate speak: big rocks (or BHG's) Hot topic: all things effective goal setting in and out of the workplace What are our goals and how do we set them? Goals can be dependant on the role in an organization Best practises for recording and keeping goals Evolving, changing course, and reaching goals in small increments Encouraging professional development goals is a green flag Taking time to celebrate achievements Jamie and Josh's *spicy* goal for 2025 Questions/Comments  Your To-Do List: Grab merch, submit Questions & Comments, and make sure that you’re the first to know about our In-Person Meetings (events!) at https://www.hrbesties.com. Follow your Besties across the socials and check out our resumes here: https://www.hrbesties.com/about.  Subscribe to the HR Besties Newsletter - https://hr-besties.beehiiv.com/subscribe We look forward to seeing you in our next meeting - don’t worry, we’ll have a hard stop! Yours in Business + Bullsh*t,  Leigh, Jamie & Ashley Follow Bestie Leigh! https://www.tiktok.com/@hrmanifesto https://www.instagram.com/hrmanifesto https://www.hrmanifesto.com Follow Bestie Ashley! https://www.tiktok.com/@managermethod  https://www.instagram.com/managermethod https://www.linkedin.com/in/ashleyherd/ https://managermethod.com Follow Bestie Jamie! https://www.millennialmisery.com/ Humorous Resources: Instagram • YouTube • Threads • Facebook • X Millennial Misery: Instagram • Threads • Facebook • X Horrendous HR: Instagram • Threads • Facebook Tune in to “HR Besties,” a business, work and management podcast hosted by Leigh Elena Henderson (HRManifesto), Ashley Herd (ManagerMethod) and Jamie Jackson (Humorous_Resources), where we navigate the labyrinth of corporate culture, from cringe corporate speak to toxic leadership. Whether you’re in Human Resources or not, corporate or small business, we offer sneak peeks into surviving work, hiring strategies, and making the employee experience better for all. Tune in for real talk on employee engagement, green flags in the workplace, and how to turn red flags into real change. Don't miss our chats about leadership, career coaching, and takes from work travel and watercooler gossip. Get new episodes every Wednesday, follow us on socials for the latest updates, and join us at our virtual happy hours to share your HR stories. Learn more about your ad choices. Visit podcastchoices.com/adchoices

So you know how we talk about like harassment at work and if you ask out a colleague if that's considered harassment and people have different opinions if it's like the first ask out. Well, what if someone asks you if you've had a relationship with them previously because they're not sure? How could you forget me? Not harassment. I mean, it's an inquiry.

It's an inquiry, technically. It's an inquiry. Sometimes, do you ask the question? So I've mentioned I used to be work for a radio company, and I was a lawyer for the radio company. And so part of my job was to create like offer letters and contracts and things like that. But it was a little bit interesting because a lot of the radio on air personalities have different names, right?

Like they're like, like Smooth Jackson, Hot Shop, Bubba Jones, whatever. Yeah, like hot, yeah, Hot Bob. Bubba gum shrimp. Yeah, that, whatever. Kid Kratik. I don't know. There's a real one. Yeah, yeah.

Well, I also didn't. There's a real one. Yeah, yeah. Well, I also didn't realize that for some of them. Some of them aren't like Hot Bob. It'll be like, you know, Randy Jones. And that's not their name. Like, their name is like Paul Waffles. And you're like, okay, I can see why you'd have that name.

But so it was so eye opening to me to see these people's names. And I kind of have like with colleagues and be like, OK, what would your radio name be? You know, all the like non-work conversations. But so once I was doing one and I looked at it and be like, you know, whatever name, a.k.a. and I looked at it and I was like, oh, my God. And I went to the head of programming. I was like, who is this? Because this was like in like Ohio or something.

And I was like, was he ever in Louisville? And he was like, oh yeah, he used to be. And I was like, oh my god. I was like, this was like my DJ growing up. Because I was in the generation that hopefully some of you are listening, we would walk around with like a radio. We would listen to the hot 9 at 9 on WDJX, my station. And we'd call in and request.

And we'd request songs for like, we would be 12. We'd request songs for like the hot 16-year-old down the street, like, play this, play Brian Adams. But so this was the DJ. And I was like, oh my God, he was my favorite DJ growing up. And so I'd do the contract and thankfully this program director would send them on to people. So I didn't have to send them directly, like true work bestie. But anyway, he sent it to this radio talent, and unlike normally, he copied me and was like, oh, by the way, I've copied our lawyer. She knew you back in the day. Oh.

I bet you started blushing when you read that. I didn't think anything of it. And I was like, do I reply all? Like, OMG, hot nine. And I guess, I know, that was my old segment, you know, whatever. I just left it shockingly. I left it be and didn't say anything. But he wrote me privately and it's like, hey, it's like, um, just a question.

How well did we know each other back in the day? Like, like, and he was like, did I stick in it? Anyway, and I wrote and I was like, it's like not sure if I because he's like, did I stick in it? Anyway, and I wrote and I was like, he's like not sure if I, because he's like, I didn't remember the name and didn't know if you had a different name back then. I responded and I was like, hey, I was 12 and you were my favorite.

I was like, I'm just going to put it out there. And he's like, oh my God, like wrote back immediately, like all caps I think was like, oh my God, remind myself never to try to ask the company lawyer if we ever dated previously. So I say oftentimes in jobs, like if you have a function like HR or legal or things like your job is the exact same in every organization, there's exceptions. And that is an exception that can happen in some unique industry. So the entertainment industry was a fun one. That is so weird.

Well, I'm having secondhand embarrassment for him. Oh, me too. To me, I'm like, it, cringe. Like, who replies asking, hey, how about done yet? Yeah, but he didn't. But to his credit, he didn't. I think he was like, how well did you know? But why? It's just, oh, great. I mean, he's a personality, right? So it's like, obviously, you're a listener.

Was my dick in any part of your holes? No! Like, what the fuck? I guess he knew a lot of Ashley's. I mean... Probably it was the 80s and 90s. So I have to assume in the, you know, the fan event. He's like, I was on a lot of drugs back then. Anyway, it was such, it was, it really. Oh my gosh.

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God, that is some hot goss. Thank you, Ashley. Straight from the water cooler. Holy. Besties, we're so glad you've joined our recurring meeting today. Let's do a quick run through of the agenda, shall we? We are going to do some cringe corporate speak and that is going to be brought to us by me. Hopefully, I said that right.

And then we're going to shift into our meeting hot topic today, which is all things effective goal setting, right? I mean, it's the beginning of the year. We're going to talk about goals, different types of goals, how we like to achieve our goals, hope to achieve our goals, right? Our tips and tricks for that. Tis the season. And then, of course, as always,

we are going to end with some questions and comments. How does that sound? Great. Perfect. That's a good agenda, right? And then we do have a hard stop for Jamie, literally. Yeah, we actually do. Today, Jamie is like, I have a hard stop. Right. We're like, yeah, we know Jamie.

You tell us. She's like, no, I literally, I do today. Literally in this recording, but always usually. Jamie has another friend group, another podcast she's jumping on. No, no. Unfortunately, it is real work. There you go. So we will respect it. All right. Cringe Corporate Speak, are we unfortunately, it is real work. Ah, there you go. So we will respect it.

All right, Cringe Corporate Speak, are we ready for it? Because we are talking about goals today, the Cringe Corporate Speak that I've come up with is Big Rocks. Have you all heard of Big Rocks? Big Rocks are like big goals, basically. Yeah, no, I hadn't actually have heard about this. I have. Big Rocks Johnson was my favorite radio DJ back in the day.

But there you go. You tied that into the hot gun. Yeah, I was like, OK. But I have. I've heard this in the most like often, especially in the consulting environment. Or if you've had consultants in people or if people say that, you know, in your mind, oh, they've had consultants here for sure. They've adopted the language. Okay, so I started a job. I've started a lot of jobs.

I can't keep a job. But I started a job and it was the beginning of the year. And I think it was my first day, definitely the first week, and people were going around talking about big rocks. And I'd never heard of that before. Of course, I can piece it together, right? I mean, context, clues and all, but I'm like, they call it big rocks? Wow.

Okay. So to your point, Ashley, now I know why. See, I didn't piece it together. Why the hell are they calling it that? Well, they had nothing before. They obviously brought consultants in. Now all of a sudden, there's big rocks everywhere. You know what I mean?

So big rocks are big scary goals, basically. Or those are BHGs, right? People will say big hairy goals. Have you heard of that? There's some other cringe speak. Jeez. Oh, yes. Now I have heard of that.

Yes. But you're like, it's like, rawr. I mean, do they have to be terrifying? I know. Shouldn't they be approachable? So we actually do them? Hello. Please. Like YFG, BA fun goals. Oh, I agree. I agree. And why? Why is it big rocks and not boulders? Like, just say boulders. Fuck. That's a big rock, right? Massive pebble. I don't know. I don't, you know. Yeah. I want to know, like, what would necessitate the difference? What is it?

A very expensive consulting bill. It sounds, because it sounds, when you say it, like, well, like, when I do trainings, like, you will never hear me say big rocks unless I'm working, partnering, which I have with a consulting firm, and they use this, and they had, this was on a slide, and I intentionally was like, I'm not going to say this, but I also don't want to chuckle and be like, it's kind of cringe corporate speak, but fine. But I use my own words for it, which is like, things that can seem intimidating, but we can do this.

And I'm more of a Pebbles person of, we know what the big rock is or what the goal is, but it has to get done somehow, and it's not going to magically appear. So let's figure out the ways you're going to make it appear. More words than big Rock, I guess. So in, because you've worked at a consulting firm before. I have.

Did they abbreviate that to be ours? No, they wouldn't have abbreviated that as Big Rocks. They would have just said full of Big Rocks because if it's two, I feel like it's a rule of three. If it's three letters or more people tend to acronym it. But otherwise people say Big Rocks because when you say it, it does feel like it sounds like a thousand dollar, million dollar word, which is what the bill is going to be from the consultant. But Big Rocks sounds like, oh, official. When you said BR, I was like, Baskin Robbins?

My head went to ice cream. Another famous BR there. But hey, this cringe is a perfect segue into our hot topic. Because speaking of, what did we say, big rocks, big hairy goals, we got KPIs, we got wigs, we got OKRs, we've got just goals. Smart goals. We have smart goals. We've got everything, right? Your organization, no matter what they call it, let's hope you have goals. If you don't, you got to get some. Okay? So people know what the hell they're supposed to fucking do.

Step one. Okay? So we're going to pretend that you already have goals. But ladies, do you buy into goals? Do you have goals? The silence is deafening. I know deafening. Oh my gosh. Okay. So I personally think goals depend on the position because there are some jobs that are truly just, you know, you go in, you do your job. Maybe it's you make your goal for the day is 30 calls. You know, there's not necessarily a projection of annual goals or quarterly

goals. It really depends on your position. I honestly though, like I'm fine with personal goals and like even professional goals that I personally set, but I hate that we have to even have measurable goals to be honest. I just, I don't know, I hate it. Like, I wanna just come in, do my job, get paid, and go home. One thing I say to that is, I do think it's important to have a sense of where the organization is going for a time period.

Like, what are we focusing on? And looking back, like if you were to ask me different goals, I'd have a really hard time, and not just due to memory. Like, when I was there in the moment, like frequently I wouldn't. Or I remember working at an organization and the whole point was we would only get our goals when our boss had their goals, when they have them from their bus.

Cascades down. And as a result, it would be in a year, it would be September and we would not have our specific goals. And so then people are like, oh, what do we do? Just write them for what happened. And so like to Jamie's point, one of the challenges, I think it's really important to know where you're going. And for any goal, there's some people that it's going to take you doing something differently. But the gap is that for a lot of people, what you're doing is well, but you feel like when

people talk about goals, you feel like what you're doing isn't enough. And so I think if you can take goals and give that reassurance to people of, for some people, you're going to be doing something differently, but for other people, it's doing the same, but thinking about how do you do it? So you're doing 30 calls. Okay. Well, if our goal as an organization is, let's have a revenue goal, that could be easier to measure.

Well, if you're having 30 calls, how you do those calls matters. So when you're having those, are you trying to get them done and get out of there, just hit the mark of 30? Or are you trying to bring in, thinking about how friendly you are on the phone? Or are you trying to resolve their problem in the moment? And so I think just getting people to think about what they're doing and breaking it down in the practical steps, that's the aspect. Even getting people's opinion on setting what those goals are, that a lot of organizations,

just like they have a goal, they give you your goal and they're like, figure out how to do it. Then they're shocked when they fail because no one's had the conversation with people about it. So do you have goals or not? I do. I do. I have goals.

I have goals for myself and I have a, like we have a team of three here at Manager Method, my business, but we'll talk about goals and specifically like, okay okay, like, I'll have a conversation with, like, Lauren, my client success coordinator, who's lovely. Like, what would you like to see happen? This is my goal. And she's like, okay, I'd love to take ownership of this aspect. Okay, let me, let's, how are we going to do that? I'll make a, you know, loom video, whatever,

record for things. And so I do have goals. Like, I practice what I preach. And so now thinking back on my experiences, I want to make sure my experience is better for those that I'm working with. Oh, love that. And how do you all document your goals? See, I have goals, but I haven't done anything with them yet. They're just up here, like in my mind, still. We're in January when we're recording those for the record. But like, do you formalize that in some way?

Do you have a best practice for that? I usually do. I usually like to just have... One year I wrote down on a piece of paper, stuffed it in an envelope, and then literally forgot about it until December 31st on purpose. Don't do that. That was stupid because I couldn't remember what my goals were. But no, my professional goals that I have, I keep a running document of those, kind of

like my kudos folder that I've talked about before, on my work computer at work. And so it's stuff that I want to accomplish, not that my boss or the company told me I need to accomplish. It's just things that I've noticed that I want to take care of in 2025. So I actually usually keep an Excel file and then I kind of mark the date that I started it maybe and when it finished or when I completed it or maybe even what challenges I ran into while I was trying to complete those goals. Because sometimes you start something and then you go down whole other different rabbit hole.

And so it might evolve and it might change. But one thing I say is we use 15.5 at my current employer and we actually put our goals in there so everyone has their own goals. And these are goals that are health established not only from the company, but you and your boss talk through. And we measured them on a weekly basis. So every time we go into quote unquote check-in, we have weekly check-ins and you can limit them to monthly or whatever, you can actually put, you're on track, you're falling behind. And then you as a leader can go, oh, I see you're falling behind on this. What can I do to help you in this goal? Which I love that

option. I know there's different software too to be able to do that, but that's one thing I really enjoy because it makes it, it kind of takes the pressure off you and having to worry about whether I'm hitting this or the dashboard or what did you create to know your own metrics when it's right there in front of you? You know, I once worked at a place where the goals, performance management, the whole thing, were all on paper. All on paper. And my thinking was you all shouldn't even be doing freaking goals until you create the organizational goal of having a tool that you can actually document this in and things cascade and you

know, like, because it was a mess. It was a mess. And I'm talking like 10,000 pieces of paper, something insane that were filed by who? HR department. Right. They're like, HR handle this. And you're like, I don't want to handle that. Oh my God. It was horrific. And there were no rules for goals. People were just doing whatever. So some guidance helps, right? Like a pro tip for an organization guidance helps. And I'm, I'm the type where, actually, I think you already talked about pebbles, right? And you're joking about pebbles and breaking things down. Totally believe in that.

Like you want bite-sized chunks to accomplish a bigger goal, right? Don't just focus on the big goal, break it down, all of that, right, and work towards it. But when you're doing goal setting, whatever the cadence is that you're doing it, really no more than three. I mean, just do a couple. You know what I mean? Make it approachable, make it something people can achieve. They can be big, hairy, and scary, and all that crap, right, and challenge you.

But when people are all over the place trying to boil the ocean, oh my gosh. Really just- Frank. definitely less than five. I think three is a sweet spot. Then you put a personal one in there or whatever. But just please keep people focused. Otherwise it just all gets mixed in the wash. I mean, it's hard to stay focused on what's important. And one of those can be a professional development goal.

Absolutely. It should be, right? I think it should be because I think you really got to... I love this idea of, exactly, make it make sense as an organization. And so I made this note. So we have a newsletter. So you can go to our podcast. What's it called? Podcast show notes? Clearly, I'm a very professional podcaster. Yeah, go to hrbesties.com. Actually, just go right to the source.

And we have a link. You can. Go to HRBesties.com. Actually, just go right to the source. And we have a link. You can sign up to our newsletter. But in our newsletter, we are here trying to help you not just listen as you're driving and being like, what did they say? But we have a newsletter. And so I'll include some of the questions you can have as an organization.

Because I love, Lee, to your point of make it flow together without having generically the HR department do something with it. Because no employee is going to give generically the HR department do something with it. Because, like, no employee's going to give a shit what HR is doing with their goals. It's about you and your manager and their leadership. So like, make it flow. But also, Jamie's point. So Jamie has this whole thing where she's taking the initiative to have all these goals.

Jamie should get rewarded for that at her job, for taking that initiative. Yeah. You hearing this? But as a manager saying to your team, like, we have goals, but also you can help to think of your goals. And so, and I want your input in those. And so we'll have questions in the newsletter that we have every time, but what are some ideas and what are questions that you could ask?

But tailoring those to people, but also not, not being like, oh, I have to think of these three goals. Because I remember, like I've talked about field hockey, my beloved field hockey coach who gave me my favorite email sign off of blue skies. She used to give us goals, and it was the first time probably in my life I'd gotten goals like that. And I remember one of her goals, and I only started playing field hockey in college, a story for another day, but I played like, not professional, whatever,

amateur college, field hockey. And being a starter for another day, but I played like not professional, whatever, amateur college, field hockey. And being a starter, my second year, she's like, you have a goal of four goals this year. I like took it to heart. And yes, I got my, I got four goals that season. I was very, very excited. I like rose to the occasion. I'd never had somebody give me something to really aim for. But that being said, before each game, she would give goals and it was amazing being

a starter because her goals would be things like score a goal, do, you know, whatever, specific tips. If you weren't a starter, one of the goals she would give people, especially at the lower end of the ranks, she'd give PMA, positive mental attitude. And so I remember, like my friends on the team would be like, womp, womp. And so I get that it was well intended. And again, for me, it was really powerful in that. But knowing everybody on your team isn't going to be crazy like me, like, oh, my God, I really want to,

I'm nuts and want to succeed in this aspect. But you also have people that matters. And so thinking about what your phrasing is, because that positive mental attitude had a very negative impact on how they felt about themselves candidly. And so just thinking about how do you do that and show the benefits of your team member and Jamie, the way you talk to people about HR issues does matter. And so saying that in a way that resonates that doesn't make Jamie be like, mm-hmm, why did you check off one of those three goals you're supposed to give me?

So. Also make one of them hella easy. Like hella easy. Like hella easy. Like I had one switch, 100% data integrity across systems. That's fucking easy. And you're like bam, bam. I don't know.

That's kind of, I mean, for people to look at that, it's kind of- I'm a data nerd. But that's your skill. But on my to-do list every day, I have to check off my page a day calendar. Like, that's the first thing. So I feel accomplished when I look at it. Yeah, see? Throw it away.

Love it. There you go. There you go. You know, one of the things that irks me about goals and goal setting is that they are pretty static and they're annual and they don't feel alive a lot of the time. You know, like you set something, you set it and forget it. Right. A lot of people do that.

They set something, their manager approves it, if it's professional, obviously, and then they come back to it in December and try and do a write up on it. You know what I mean? So I think following up with goals, I think iterating goals, modifying goals, because business changes, that's okay to do. It should be a live document. You could be adding to, removing all of this. That's how I feel, at least personally.

I'm doing that all throughout the year. So I wish we could adapt that. I think that's probably an outlier in the corporate world, you know, that we're that flexible or really that focused on goals. I think it's a check the box activity for most organizations. We're going to do it. Okay, check. Now we have a way and something to rate people on.

Okay, great. So then we can quantitatively decide monies. Okay, great. Check. Right. I mean, that's, you know, I would love it if it was actually personal and alive and real. Like if we really gave a fuck about people's development, you know? Well, people will that they're listening to this podcast. They're like, we're doing it.

Keep keep doing it. And we'll give you ways to do it. You're if you're listening to this and you're like, Yes, these are my people. We are people. You got this. How you achieve and like how do you present memorialize that? We just don't even celebrate, do we? Right? You're like, I don't know. Like you people move on so quickly to like the next year or the next period or the next thing. It's true. See, so take time to celebrate. That's a pro tip. I'm going to do better at that. I'm going to do better at that. Yeah, are you tracking any goals, celebrating any goals that you've achieved?

Yeah, well, mom and dad, if you're listening, go ahead and fast forward or stop the episode completely. So, OK. I'm bracing, so what do you do? I track how many times my husband and I have sex. And so we have a goal for 2025. It's a little bit of a long story about backup. We had trouble conceiving our youngest son.

So for the 18 months we were trying to conceive, I was keeping detailed, not detailed, I was keeping... You were tallying. There's an app, there's an app. And so I added it on an app. And I was, every time we had sex, I marked it, you know, in my body temperature and all the fun stuff that you measure when you're trying to conceive. But I've never stopped and Johnny is now seven years old. So I presented my husband, Josh, a Spotify rap of our sex.

Oh, wow. You presented the data for the year. I presented the data. I broke it down into averages for him because I am a data nerd, approximately how many times a month and then how many- Did you just enter course or any sex act? Oh my God. It was just sex. It was just sex. But one thing though, I think it is skewed because there was a couple of times, I know

we definitely did it twice or more. And so the number I think is lower than what it was, but we have a new goal for 2025. And who sets that goal? Yeah, is that a... Yeah, who sets the bar? So Josh set this goal, but it's obtainable. It's not insane. And I agreed with the goal. So we're on our way.

The Patreon, which we don't actually have. Oh my gosh. The first content is going to be Jamie's template, Jamie's completed template. Okay. Yes, I will share. I will share my average. No, I'm not going to share my averages, but I will share like my mathematics and my formula that I use and the app if you want it. Was not expecting that as an example, but it is like the general, the takeaway is tracking, measuring, celebrating. It matters. Mm-hmm.

That's how you achieve shit. Yeah. And doing it collectively. Celebrating our wins. Did you put that in PowerPoint? Yeah. When you said you presented it to Tim. I just made a Canva template.

No big deal. Okay. Well, wow. Do you have Canva Pro? I do not have Canva Pro. I still use the free template. No big deal. Okay. Well, wow. Do you have Canva Pro? I do not have Canva Pro. I still use the free version. Okay. Okay. All right. Damn, man. So there probably wasn't animations. I do actually, you know, it's now that you say that,

I have it at work. Oh, good. Can you imagine me using my work account? That's a joke, guys. I'm not going to do that. On this note, should we transition to the comments and questions? Because I've just, I... Absolutely.

Because you have questions. I have a lot of questions. I'm going to somehow stick with a comment. From a comments perspective, Jamie, finding a Canva template, if you're in HR, you're like, yep, I know it 100%. If you're not in HR, one of the things people will be like, hey, can you investigate someone? We think they're like off the clock early. We don't know what they're doing for work or something.

Okay. Somehow you will do an investigation and you may find nothing about that, but you'll find something like that, like a Canva template of someone's relations with. Like a Canva template of someone's relations with, like a Canva template of someone's sex life. Yes. Yes. It is. You should put that shit on Etsy and sell it.

Sell it. There you go. So yeah, that's the type of stuff that people will find. Jamie, question, comment? Yeah, I actually had a quick question because it goes to Ashley, your story in the beginning of today's episode is about the radio DJ's name. So what would be your radio DJ's name?

100%. Alexa Jenkins, two S's. Love it. Love it. That's my code name. And the reason behind that is probably a story for another day. But Alexa Jenkins with two S's. Yep.

Oh, save it. There you go. Mine would be Christiana Christensen, which was my fake ID name. Oh, meow. She sounds sexy. Christiana Christensen. I know that is hot, right? And I just go by Chris Chris. I think mine would be Star, S-T-A-R-R. No last name. We'll just leave it at star. That's a notable, that means you're in the upper echelon of on our talent if you just have one. Yeah, for me, I'd be like Alexa P Jenkins. I'd be in like the lower, the market, like the random market. Your legal name. For me, I just have a quick comment that I'd like to share. If you've listened to this podcast, I dream every night. I have very vivid, crazy-ass dreams. Okay? And so

I had a dream about you all last night, were at Disneyland. We did a conference in Orlando and we played and got drunk around the world at Epcot. Love it. Done. I know. I'm totally here for it. Sign me up. I'll spare some details. I think I got in a street fight, which happens, but we had so much fun. Like I may have blacked out in my dream, meaning like I had way too much to drink.

Please don't do that, folks. State school. The frozen beer in the Japan section is my go-to. Oh, really? But it was so much fun. It was one of those dreams you don't want to wake up. I have not been the legal age to drink at Disney World or Disneyland. Oh, damn. All right. See, we'll put it on our goal list.

That's an attainable goal, the A in smart. I agree. Oh, besties, what are your goals? Do you want to have a churro at Disney with us? Put it on your list. Happy goal achieving.