Give the Right Coaching to Get the Best Results.
With over 65 concise, anonymized, and objective performance growth goals.
Creatives
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Strategists
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Brand Marketers
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Creatives + Strategists + Brand Marketers +
Ready for Reality.
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First-time Managers
Use Good Goals as a foundation for your developing management style.
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Time-strapped Supervisors
Use Good Goals to provide thoughtful guidance when you’re time-starved.
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Struggling Employees
Use Good Goals as an objective measurement for performance improvement.
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Team Consistency
Use Good Goals to define the standard of excellence for your team.
Good Goals are individual performance growth goals specifically crafted for creatives, strategists, and brand marketers at every level in any company.
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Entry-level
19 Goals for new hires or individuals new to the industry to establish a strong foundation of good behaviors.
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Mid-level
21 Nuanced goals for experienced individuals ready to take on more responsibility and support company objectives.
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Senior-level
16 Management and leadership goals to help individuals set vision and achieve goals.
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Soft Skills
12 Experience-agnostic goals to build self-confidence and foster collaboration.
Action-first,
Success-oriented,
& Emotion-free.
Good Goals are written dispassionately purposefully because it’s about the behavior, not the person. Each goal begins with a desired behavior and concludes with a definition of success.
65+ Goals Made to Make People Better.
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Better at Growing.
Employees learn what behaviors and habits to prioritize for improvement when they have clear and objective goals to reference.
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Better at Setting Goals.
Managers grow their teams cohesively with consistent, behavior-focused, and measurable written feedback.
A Culture Expense That Creates Tangible Value.
Over 65 individual performance growth goals specifically crafted for creatives, strategists, and brand marketers at every level in any company.
Get lifetime access to Good Goals: every update, every new goal, and every not-yet-dreamt of feature.
Tailored Guidance to Get Your Team on Track.
Get access to over 65 goals plus 2 hours of virtual consulting for customized goals, personalized performance plans, and expert manager coaching.
Get lifetime access to Good Goals plus 2 hours of virtual consulting for customized goals, personalized performance plans, and expert manager coaching.
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“Shiloh's mentorship style is the backbone of my career success.”
Aggie Ng | Senior Product Designer, LinkedIn
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"Shiloh's the type of mentor you wish you could bottle up, so the fact that he’s been able to distill this expertise into Good Goals is a gift to anyone looking to level up their career and foster an amazing company culture."
Leona Frey | Award Winning Creative Director
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"Shiloh has a wealth of knowledge with the experience to back it up. His feedback helped me to sharpen my focus and take my thinking to the next level."
Melvin DeBerry | Art Director, Meta
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"Shiloh gives you frameworks—not platitudes—for healthy work relationships, so you can weave in your own strengths and style them for yourself. "
Tarini Shrikhande | VP Brand, ex-Deloitte
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"Shiloh's knack for setting clear, actionable goals not only elevated the team’s performance, it helped build our team culture. If you’re a manager looking to inspire and empower your team, Shiloh’s Good Goals are a must-have."
Joe Ciuffo | Head of Marketing, Enterprise AI
Management
Soft Skills
Technical Competency
Management Soft Skills Technical Competency
Entry-level
Mid-level
Senior-level
Entry-level Mid-level Senior-level
People-First
Objective
Actionable
People-First Objective Actionable
No More Sh***y Managers.
What I believe is pretty simple: when people combine an understanding of their strengths and opportunities for improvement with clear and actionable goals, they grow exponentially, and quickly.
On the other hand, when people struggle with self-awareness, reliable sources of feedback, and objective goals, they flounder. Skill gaps start to feel like character deficiencies.
The problem is that even the best managers–ones that can recognize the need and communicate the solutions–tend to address growth inconsistently. A slack here, a comment in a one-on-one there, or quick feedback post-meeting puts the onus on the employee to construct a growth plan abstractly.
I started writing these goals to give my direct reports something reference-able to guide their behaviors: goals that originated from personal experiences written without personality. And goals that recognized their unique position within the organization written generically so they could be internalized and addressed objectively.
Applying the above is how I’ve been able to meet insane deadlines while keeping retention high at early- and growth-stage startups. When you focus on the people, the impossible is possible.
My hope is that Good Goals can help level the playing field for managing talent across all levels, creating humans that feel more fulfilled and teams that perform their asses off 🚀
— Shiloh
Shiloh is a team and brand builder. A creative-turned-business leader. People-focused and wonder-obsessed. Meet Shiloh.