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How to Set S.M.A.R.T. Goals

Goal setting theory states that setting specific goals increases performance
and the more challenging the goal taken on, the higher the performance. So what does this all mean? To understand this you really need to be clear about what goals are firstly. Goals focus on the end result, not about how you get there. How you get there are your strategies and the subject of another article.

There is a saying quoted in many books, “If you don’t know where you are heading, any path will take you there!” How true that is! To be on the right path we need to make sure that our goals are clear and concise so that they can be easily understood, not only by ourselves but by others too. The clearer the goals, the better are the results.

One way of setting clear goals is to use what is referred to as the S.M.A.R.T. principle. S.M.A.R.T. is an acronym for Specific, Measurable, Achievable, Realistic and Time Limit. Quite a lot of academics cite it, but don’t fully understand how it works as a principle. So why SMART? Well the idea is to follow the principle to set clear goals.

So to explain each part of the principle:

Specific
Specific is about describing the goal in plain words so that it can be easily understood. The focus is describing a tangible outcome.

Measurable
Measurable is about using quantifiable measures (or metrics) that can be progressively tracked, charted and monitored. By comparing the progressive results against quantifiable benchmarks, variances, changes and improvements can be observed, checked and confirmed.

Achievable
Achievable is about ensuring that the goal is within given capabilities or competency levels as motivation to see results. The focus is on the person or people involved.

Realistic
Realistic is about ensuring that the available resources are not used beyond their capacity as well as expectations and that the benefits received will be relevant, useful and beneficial. The focus is on the accompanying resources involved.

Time Limit
Time Limit is about setting completion deadlines that are challenging to complete the goal. The focus is on setting deadlines, ie. start and end dates.

Some of the common issues in not being able to set S.M.A.R.T. goals include:

*    Not writing down goals so that they serve as a constant “visual” reminder of why they have been set in the first place.

*    Using the wrong goal metrics and not being able to then monitor progress and identify any benchmark variances.

*    Achievable and Realistic are often confused due to how they have been previously explained and interpreted. However, each does have a particular focus (as described) which are different. Achievable is considering individual endurance whereas realistic considers the required resources available to undertake the tasks and activities.

*    Time Limit is often confused for a timeframe or period of time. With a period of time, a time length is given however the critical thing is to set deadlines. That is, there is a start date and an end date.

*    Not actually setting a goal but describing an aim or a wish.

This article forms part of a series of articles on Goal Setting. The next article will focus on “How to Plan for S.M.A.R.T. Goals” and uses a simple bridging word technique to develop an aim or wish into a SMART goal. Look out for that article. In the meantime, to have the right tools to develop SMART goals go to: http://www.paragon-marketing.org/goal setting.htm.

About the Author

Geoff Webster is a business consultant and lecturer specialising in Small Business. I have been helping businesses overcome their planning issues for the last 30 years. My website is http://www.paragon-marketing.org so check it out.

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