Smart Goals/Goal Setting
Some of you will have heard about SMART Goals and how the formula helps guides us when we are in the process of goal setting. As we all have different goals to each other even in a family; each member will probably have many different goals to each other.
The same applies to company employees all having different goals and aspirations, not everyone wants to be the CEO….phew that’s good if you are a CEO…a bit more job security. In a business sense a company will have goals and objectives as set out in its business plan and in most cases the smart goals principals will have been adopted
A company can then use smart goals to align individual employees goals to the business plan/goals thus encouraging employees to commit to higher levels of productiveity. Potenial win/win for both the company and employee as long as the company and personal goals can be aligned.
Whether you are setting goals for a personal or a professional aplication using the smart goals process is an excellent option.The acronym SMART has a number of slightly different variations, which can be used to provide a more comprehensive definition for goal setting:
S – specific, significant, stretching
M – measurable, meaningful, motivational
A – achievable, acceptable, action-oriented, agreed upon, attainable
R – realistic, relevant, reasonable, rewarding, results-oriented
T – time-based, timely, tangible, trackable
Below is an overview of how the orginal smart goals concept as first introduced by George T. Doran in the November 1981 issue of Management Review
Using the Six W’s defines for
Who: Who is involved?
What: What do I want to accomplish?
Where: Identify a location.
When: Establish a time frame.
Which: Identify requirements and constraints.
Why: Specific reasons, purpose or benefits of accomplishing the goal.
Specific
- Using the Six W’s provides well defined description of the goal
Measurable
- Lets you knew if you are hitting the defined achievement or mile stone by the dates set in the goal statement often these are referred to as key performance indicators.
- Questions like how much, how many, how long, will indicate if the goal is measurable.
Achievable
- Goals which are perceived as not being achievable will generally not be attempted. There will be no real commitment for goals which are to far out of reach.
- Having a goal which is a bit of a stretch is healthy as recent research suggests we tend to get motivated and respond to a challenge.
Realistic
As realistic goals are very similar to achievable most definitions of Smart Goals refer to the R as relevant.
Realistic: a goal can be considered achievable, however if a team has several projects on the go at the same time, it might be therefore be deemed as unrealistic to expect a team or an individual to undertake an additional goal or project with the current work load. Or there maybe unrealistic costs associated with the execution of certain goals.
Relevant: Goals must tie in with the business plan and vision of a company otherwise a lot of activity will be futile and end up costing time and money which could have been employed gainfully within the business.
Time Based
Goals have a start date and a finish date, additionaly there may be mile stones or events in between the start and finish dates which should also have a date attached.
By Steven Hudson
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