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S.M.A.R.T. Goaling

Think “S.M.A.R.T.” Goaling

Assignment: Review what a S.M.A.R.T. Goal is and complete the worksheet on the last page.

A S.M.A.R.T. Goal is defined as one that is Specific, Measurable, Achievable, Results-focused, and Time-bound.

In addition to the information below, here is another Mindtools link that should help you: https://www.mindtools.com/pages/article/smart-goals.htm

Developing sound goals is critical to managing your own and POSSIBLY your employees’ performance. For example, each year you may ask yourself or your employees to set goals for the upcoming year/evaluation period. When you or you ask your employees to write their goals, teach them to create S.M.A.R.T. goals that support your own goals for the same period.

S – Specific

When setting a goal, be specific about what you want to accomplish. Think about this as the mission statement for your goal. This isn’t a detailed list of how you’re going to meet a goal, but it should include an answer to the popular ‘w’ questions:

· Who - Consider who needs to be involved to achieve the goal (this is especially important when you’re working on a group project).

· What – Think about exactly what you are trying to accomplish and don’t be afraid to get very detailed.

· When – You’ll get more specific about this question under the “time-bound” section of defining S.M.A.R.T. goals, but you should at least set a time frame.

· Where – This question may not always apply, especially if you’re setting personal goals, but if there’s a location or relevant event, identify it here.

· Which – Determine any related obstacles or requirements. This question can be beneficial in deciding if your goal is realistic. For example, if the goal is to open a baking business, but you’ve never baked anything before, that might be an issue. As a result, you may refine the specifics of the goal to be “Learn how to bake in order to open a baking business."

· Why – What is the reason for the goal? When it comes to using this method for employees, the answer will likely be along the lines of company advancement or career development.

M – Measurable

What metrics are you going to use to determine if you meet the goal? This makes a goal more tangible because it provides a way to measure progress. If it’s a project that’s going to take a few months to complete, then set some milestones by considering specific tasks to accomplish.

A – Achievable

This focuses on how important a goal is to you and what you can do to make it attainable and may require developing new skills and changing attitudes. The goal is meant to inspire motivation, not discouragement. Think about how to accomplish the goal and if you have the tools/skills needed. If you don’t currently possess those tools/skills, consider what it would take to attain them.

R – Relevant

Relevance refers focusing on something that makes sense with the broader business goals. For example, if the goal is to launch a new product, it should be something that’s in alignment with the overall business objectives. Your team may be able to launch a new consumer product, but if your company is a B2B that is not expanding into the consumer market, then the goal wouldn’t be relevant.

T – Time-Bound

Anyone can set goals, but if it lacks realistic timing, chances are you’re not going to succeed. Providing a target date for deliverables is imperative. Ask specific questions about the goal deadline and what can be accomplished within that time period. If the goal will take three months to complete, it’s useful to define what should be achieved half-way through the process. Providing time constraints also creates a sense of urgency.

From “The Essential Guide to Writing S.M.A.R.T. Goals by Emily Esposito

S.M.A.R.T. GOAL WORKSHEET

Goal: Write out your goal as you “normally” would:

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Specific. What will the goal accomplish? How and why will it be accomplished?

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Measurable. How will you measure whether or not the goal has been reached (list at least two indicators)?

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Achievable. Is it possible? Have others done it successfully? Do you have the necessary knowledge, skills, abilities, and resources to accomplish the goal? Will meeting the goal challenge you without defeating you?

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Results-focused. What is the reason, purpose, or benefit of accomplishing the goal? What is the result (not activities leading up to the result) of the goal?

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Time-bound. What is the established completion date and does that completion date create a practical sense of urgency?

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Now… rewrite your Goal in “S.M.A.R.T.” form:

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