The fact is that when you fail to effectively define your goals, your work and effort lose their impact. In contrast, by using SMART goals, you can give an adequate framework in which to work, this tends to focus your efforts by helping you rule out actions that will not contribute to achieving the goals you have set.The acronym SMART stands for Specific, Measurable, Achievable, Realistic, and Time-bound. however, its different variations allow us to generate a wider definition of this model of goals and to infer the focus of this technique.
S pecific, Significant, Stretching, Simple
M esurable, Manageable, Motivational, Meaningful
A ttainable, Achievable, Agreed upon, Action-oriented, Ambitious
R elevant, Realistic, Reasonable, Rewarding, Results-oriented
T ime-bound, Tangible, Trackable, Timer Framed
Setting SMART Management goals
Specific: A goal will state exactly what the organization intends to accomplish. A goal is specific if it provides a complete description of what the company aims to achieve, when and where it should be done, and those who participate in its realization. Moreover, the goal must be clear, and understandable for all people involved in its realization and must be written to facilitate communication.
Measurable: A goal is measurable if it is quantifiable.
If it's not measurable, it's not manageable. The aim is to create the means to track the progress of the goals, keep the team on the path to the final objectives, and determine when a goal has been fulfilled.
Attainable: Goals that are set too high or too low become meaningless.
There should be a realistic chance that a goal can be accomplished. Goals should be challenging to encourage effort and commitment of employees towards them. Besides the goals should be established with the consensus of the organization's leadership of the company and those responsible for the achievement of these goals. If a goal that can no longer be achieved should be altered or abandoned.
Relevant: A relevant goal must represent an objective that the goal-setter is willing and able to work towards. The organization's leadership must recognize the importance of the goal and provide the time and resources necessary to fulfill the objectives.
Time-bound: A goal should be grounded within a time frame, and have a starting point and ending point. Through the delimitation of the time during which a goal should be accomplished, you create time-based commitments and focus the efforts of your team to achieve them. Your goals may be strategic (broad statements of where the organization wishes to be at some future point) and/or tactical (defining specific short-term results for units within the organization), but they must be integrated into a timetable that will not only allow you to follow the evolution of the targets at intermediate points but also have a better decision-making process.
Related post: How to Help Employees Understand the Big Picture
Measurable: A goal is measurable if it is quantifiable.
If it's not measurable, it's not manageable. The aim is to create the means to track the progress of the goals, keep the team on the path to the final objectives, and determine when a goal has been fulfilled.
Attainable: Goals that are set too high or too low become meaningless.
There should be a realistic chance that a goal can be accomplished. Goals should be challenging to encourage effort and commitment of employees towards them. Besides the goals should be established with the consensus of the organization's leadership of the company and those responsible for the achievement of these goals. If a goal that can no longer be achieved should be altered or abandoned.
Relevant: A relevant goal must represent an objective that the goal-setter is willing and able to work towards. The organization's leadership must recognize the importance of the goal and provide the time and resources necessary to fulfill the objectives.
Time-bound: A goal should be grounded within a time frame, and have a starting point and ending point. Through the delimitation of the time during which a goal should be accomplished, you create time-based commitments and focus the efforts of your team to achieve them. Your goals may be strategic (broad statements of where the organization wishes to be at some future point) and/or tactical (defining specific short-term results for units within the organization), but they must be integrated into a timetable that will not only allow you to follow the evolution of the targets at intermediate points but also have a better decision-making process.
Related post: How to Help Employees Understand the Big Picture
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