Hit the mark when you set SMART goals

It is that time of year again, when we set goals for the upcoming performance year. Goal setting is a vital component of our performance management process, as it provides us with an action plan for where we want to be and a tool for measuring our progress toward our destination.  A quality goal can inspire a team, set a clear path forward, show people how their individual work impacts the bigger picture, and invoke a sense of pride in their accomplishments. The key to success is being SMART about it.

What are SMART goals?
SMART is an acronym that stands for:

  • Specific
  • Measurable
  • Achievable
  • Realistic
  • Time-bound

Specific
Being clear about your goals and expectations is the first step to reaching them. When the definition is too broad, goals become harder to measure and harder to achieve. With specific goals, you can see a path form from start to finish. When you create your SMART goal, try to answer questions like:

  • What are the concrete steps in our plan?
  • Who is necessary to make it happen?
  • Where will our efforts take place?
  • How do we prioritize this goal compared to other goals?

Example of a specific SMART goal: If your goal is to climb Mount Everest, but you have never climbed a whole mountain before, it is unrealistic to head straight to Everest. You want to consider narrowing the objective to something like “climb to the first plateau”. This helps you focus on something specific vs. trying to consider scaling the entire mountain.

Measurable
Setting measurable goals and criteria lets everyone evaluate their performance and stay on track. If you cannot measure something, you cannot tell if you are performing well or if you’re off track and need to course-correct. It’s important to quantify your data or indicate where you are progressing. When you create your SMART goal, try to answer questions like:

  • What data do we need?
  • Is our data reliable and verifiable?
  • What are reasonable milestones?
  • How much is enough and how much is not enough?
  • How will we know we have accomplished our goal?

Example of a measurable SMART goal: You would likely want to do some research and plan out how many miles to hike per hour to track your progress on Mount Everest. You would then measure your distance and time according to your goal. This is a much SMARTer plan than looking up to the top of the mountain in the afternoon and just starting to walk, hoping to get to the first plateau by sundown.

Achievable
It is important to look at your objectives and make sure your goals are realistic. Don’t get too carried away and use far-fetched or unreachable goals as motivators, constantly chasing an impossibly lofty destination. Allow yourself to feel motivated by the satisfaction of achievement and real progress. When setting goals, be ambitious and push for success, but also understand internal and external limits. Achievement needs to be sustainable. When you create your SMART goal, try to answer questions like:

  • What are the necessary steps to achieve this goal?
  • Is this goal realistic compared to previous performance?
  • Why do we think this goal is achievable?
  • What external (and internal) factors might prevent us from achieving this goal?

Example of an Achievable SMART goal:  You will want to consider what milestones will be an important part of your goal as you get ready to climb Mount Everest.  Continuing your training or mapping out your route will keep you motivated to move forward. The gratification that you get through achievement empowers and sustains your good work.

Realistic (and Relevant)
Goals also need to be realistic and relevant. Setting goals that are completely out of reach will not make you strive harder while setting goals that are too easy will not challenge you. Make sure your goals are relevant to business objectives over time, and it is ok to adjust criteria as time passes. What works now may not always work later, and it is important to identify when business needs change. Do not be afraid to readjust as needed. When you create your SMART goal, try to answer questions like:

  • Why is this the goal now?
  • Who are the right people to pursue this goal?
  • How will this goal advance a long-term strategy?
  • What would it mean if we failed to reach this goal?

Example of a Realistic SMART Goal: Ask yourself why you are trying to hike Mount Everest at all. Are you the right person to be hiking Mount Everest, and what it would mean if you did not make it to the plateau? If you decide to proceed, then you need to plot out a realistic training schedule for the feat.

Time-bound
The final letter of SMART is often overlooked, but it is important to have a time frame for your goals. A time-bound goal can consist of either start and end-points or a collection of timed parameters or milestones. You may have a deadline to reach certain objectives in order to stay on track. Or you may want to track progress across a period of time, whether it is daily, monthly, or quarterly. Whatever method you choose, plan ahead to make sure your goals can be measured so you can reach your goals in a timely manner. When you create your SMART goal, try to answer questions like:

  • Is this achievable in the given time frame?
  • What is the longest and shortest possible time to achieve this goal?
  • What potential blockers or time-related factors could delay progress?
  • When and how will we check for progress?
  • What do we do if we are off-track halfway through?

Example of a Time-bound SMART goal: You will want to consider how often and for how long you are going to train to get ready to climb Mount Everest. If you are thinking of going to the gym, you might decide to go three days a week for one hour each day for the next several months.  If you want to lose weight before your climb, you might make a time-bound fitness goal like “I am going to lose 10 pounds over the next three months”. You might then have check-in milestones every two weeks to stay on track.  

There are many benefits to setting SMART goals. But most importantly, they provide a valuable road map for your performance journey.

Consider this parting allegory:  Dorothy (Wizard of Oz) gets to a fork in the road and asks the Hare, “Which way should I go?”
“That depends on where you want to go,” replied the Hare.
“But I don’t know where I am going,” Dorothy wearily confirmed.
The Hare replied, “Then it does not matter where you go.”

Other Resources:
Goal Setting | It’s Your Yale
Goal Setting and Feedback for Employees | It’s Your Yale
It’s important to set behavioral goals | It’s Your Yale
IDP—A tool to help you set personal goals | It’s Your Yale
Set new goals on the journey to success | It’s Your Yale
Spotlight: Create a ‘Line of Sight’ through Goal Alignment | It’s Your Yale
Setting team and employee goals (linkedin.com)
Setting Team and Employee Goals Using SMART Methodology (linkedin.com)