SMART GOALS
Use this simple tool to keep you and your staff on track and meet deadlines.
SMART is an acronym used to describe the setting of goals for individuals, teams or organisations. While it is difficult to attribute the development of the tool to any individual, a number of sources refer to an article by George Doran in the November 1981 issue of Management Review as the first known use of the term.
Although there is no clear consensus on what each of the five letters stands for, the following are popular interpretations.
Specific: The goal is clear and unambiguous.
Measurable: There is a criterion that can be used to track progress.
Achievable: The goal is do-able.
Realistic: The goal is relevant to the organisation and can be accomplished with the organisation’s current resources.
Timely: There is a time frame for completion of the work.
The SMART acronym has been extended in recent years to include Exciting (making the goal challenging) and Rewarding (acknowledging everyone’s contribution) thus making for SMARTER goal setting.
HOW TO USE IT
- Firstly, make sure that every person has clear, well-defined targets. Woolly targets allow for ambiguity and misunderstanding. Get people to tell you what their targets are and correct any misunderstandings.
- Once you are absolutely certain that everyone is clear on what is required devise a monitoring system that will track progress and identify when milestones have been achieved.
- Although you will want to stretch and challenge both yourself and the team, you must be certain that the outcome is attainable. Nothing demotivates more than constant failure.
- Make sure that the targets you set for yourself and your team are aligned with organisational goals. If you don’t do this you are unlikely to receive support from the powers on high.
- Engender an appropriate sense of urgency by attaching a deadline for completion to each task/target within the milestone.
- Recognise that the SMART approach to target setting is one of the simplest but most versatile tools you have in your toolbox; a bit like one of those multi-function knives that men buy as a luxury gadget and then find essential. You can use it for a multitude of activities including strategic planning, project management, setting team goals and performance reviews. Its great strength is that it gets you to focus on outcomes rather than activities/processes.
QUESTIONS TO ASK
- How often am I going to measure progress against target?
- What am I going to do if a milestone is not met?