A new year brings new hopes and dreams. Most set New Year’s Resolutions every year to
loos weight, stop smoking. Make more money, etc. But do they make it happen? Most do not.
The reason? They do not know how
to properly set a goal. Goal setting
involves establishing specific, measurable, achievable, realistic and
time-targeted (S.M.A.R.T ) goals. Paul
J. Meyer describes the characteristics of S.M.A.R.T. goals in Attitude is Everything.
Specific
The first term stresses the need for a specific goal over
and against a more general one. This means the goal is clear and unambiguous;
without vagaries and platitudes. To make goals specific, they must tell a team
exactly what is expected, why is it important, who’s involved, where is it
going to happen and which attributes are important.
A specific goal will usually answer the five "W"
questions:
ü
What: What do I want to accomplish?
ü
Why: Specific reasons, purpose or benefits of
accomplishing the goal.
ü
Who: Who is involved?
ü
Where: Identify a location.
ü
Which: Identify requirements and constraints.
Measurable
The second term stresses the need for concrete criteria for
measuring progress toward the attainment of the goal. The thought behind this
is that if a goal is not measurable, it is not possible to know whether a team
is making progress toward successful completion. Measuring progress is supposed
to help a team stay on track, reach its target dates, and experience the
exhilaration of achievement that spurs it on to continued effort required to
reach the ultimate goal.
ü
A measurable goal will usually answer questions
such as:
ü
How much?
ü
How many?
ü
How will I know when it is accomplished?
Attainable
The third term stresses the importance of goals that are
realistic and attainable. While an attainable goal may stretch a team in order
to achieve it, the goal is not extreme. That is, the goals are neither out of
reach nor below standard performance, as these may be considered meaningless.
When you identify goals that are most important to you, you begin to figure out
ways you can make them come true. You develop the attitudes, abilities, skills,
and financial capacity to reach them. The theory states that an attainable goal
may cause goal-setters to identify previously overlooked opportunities to bring
themselves closer to the achievement of their goals.
An attainable goal will usually answer the question:
ü How: How can the goal be accomplished?
Relevant
The fourth term stresses the importance of choosing goals
that matter. A Bank Manager's goal to "Make 50 peanut butter and jelly
sandwiches by 2:00pm." may be Specific, Measurable, Attainable, and
Time-Bound, but lacks Relevance. Many times you will need support to accomplish
a goal: resources, a champion voice, someone to knock down obstacles. Goals
that are relevant to your boss, your team, your organization will receive that
needed support.
Relevant goals (when met) drive the team, department, and
organization forward. A goal that supports or is in alignment with other goals
would be considered a relevant goal.
A relevant goal can answer yes to these questions:
ü Does this seem worthwhile?
ü Is this the right time?
ü Does this match our other efforts/needs?
ü Are you the right person?
Time-bound
The fifth term stresses the importance of grounding goals
within a time frame, giving them a target date. A commitment to a deadline
helps a team focus their efforts on completion of the goal on or before the due
date. This part of the S.M.A.R.T. goal criteria is intended to prevent goals
from being overtaken by the day-to-day crises that invariably arise in an
organization. A time-bound goal is intended to establish a sense of urgency.
A time-bound goal will usually answer the question:
ü When?
ü What can I do 6 months from now?
ü What can I do 6 weeks from now?
ü What can I do today?
