Setting SMART Goals

SMART is a convenient acronym for the set of criteria that a goal must have in order for it to be realized by the goal achiever.

·       Specific: Success coach Jack Canfield states in his book The Success Principles that, “Vague goals produce vague results.” In order for someone to achieve a goal, they must be very clear on what they want. Often, creating a list of benefits from the accomplishment of the goal will give them a compelling reason to pursue that goal.

·       Measurable: It’s crucial for goal achievement that goal setters are able to track their progress towards the goal. That’s why all goals need some form of objective measuring system so that they can stay on track and become motivated. It will also help you as the supervisor evaluate their progress.

·       Achievable: Setting big goals is great, but setting unrealistic goals will just de-motivate you. A good goal is one that challenges, but is not so unrealistic that the person has virtually no chance of accomplishing it.

·       Relevant: Before you even set goals, it’s a good idea to sit down and define your core values and your life and career purposes. These tools will help the person set goals that matter to them.

·       Timed: Without setting deadlines for goals, the goal setter will have no real compelling reason or motivation to start working on them. By setting a deadline, your subconscious mind begins to work on that goal, night and day, to bring you closer to achievement.

Goals should also include the three P’s:

·       Positive

·       Personal

·       Possible

The best goals are simple, one-sentence statements that anyone can understand. When setting goals, fewer is better. Setting too many goals can be counter-productive. Focus on goals that will have the greatest impact on achieving your vision of success.

Some companies, knowing that goals are a significant motivational tool, really go overboard when setting them. They will give their staff targets on several different measurements – some of which will contradict the others.

It is also fair to say that an important element of setting SMART goals is calibration. There is every chance that targets will be set for the first month that are either too easily achieved, or too difficult. By looking at how people have performed in relation to their targets, it is easy to see whether they have been set too high or too low, and the targets can then be adjusted.

It may take a month or two to get targets to the right level, as it is important to avoid over-correction. Once this is done, you should have a set of achievable but challenging goals which will bring the best out of staff and provide a motivated working environment.