In order to be successful, of course, everyone has to adjust their SMART Goal Settings. For one thing, it all comes down to your priorities and what you would like to accomplish. To achieve your objectives, careful preparation and evaluation are required to pave the way for your success. But how do you set yourself goals that will inspire you to take action?
In one way or another, you might have come across a SMART Goal setting topics. By all means, this is a highly effective tool to create attainable goals that are used by many large organizations. This system can be improved by adding one further key factor. After all, which has proved very successful: ’I’ for ’inspirational’.
With this in mind, try creating your SMART Goals today using our guided systematic tool below! And in the end, your results will be successful and fruitful too. But what is the meaning of Smart Goal Setting?
SMART is an effective tool that provides the clarity, focus, and motivation you need to achieve your goals. It can also improve your ability to reach them by encouraging you to define your objectives and set a completion date. SMART goals are also easy to use by anyone, anywhere, without the need for specialist tools or training.
What are SMART Goals?
In general, SMART is an acronym that stands for Specific, Measurable, Achievable, Realistic, and Timely. Therefore, a SMART Goal incorporates all of these criteria to help focus your efforts and increase the chances of achieving that goal. SMART goals are Specific: Well defined, clear, and unambiguous.
Goals are part of every aspect of business/life and provide a sense of direction, motivation, a clear focus, and clarify importance. By setting goals for yourself, you are providing yourself with a target to aim for. A SMART Goal is used to help guide goal setting.
Often, individuals or businesses will set themselves up for failure by setting general and unrealistic goals such as “I want to be the best at X.” This goal is vague with no sense of direction.
SMART Goals set you up for success by making it specific, measurable, achievable, realistic, and timely. The SMART method helps push you further, gives you a sense of direction, and helps you organize and reach your goals.
Where is SMART Criteria Setting applied?
As can be seen, SMART is a mnemonic/acronym, giving criteria to guide in the setting of objectives. For example in project management, employee performance management, and personal development. The letters S and M generally mean specific and measurable.
Possibly, the most common version has the remaining letters referring to achievable (or attainable), relevant, and time-bound. However, the term’s inventor had a slightly different version and the letters have meant different things to different authors, as described below. Not to mention, additional letters have been added by some authors.
For your information, the first known use of the term occurs in the November 1981 issue of Management Review by George T. Doran. The principal advantage of SMART objectives is that they are easier to understand and to know when they have been done. SMART criteria are commonly associated with Peter Drucker‘s management by objectives concept.
Various interpretations of SMART have meant that it can lose its effectiveness or be misunderstood. Furthermore, some people believe that SMART doesn’t work well for long-term goals. Because it lacks flexibility, while others suggest that it might stifle creativity.
What are the Tools for SMART Goal setting?
Often, the term S.M.A.R.T. Goals and S.M.A.R.T. Objectives will surface. Although the acronym SMART generally stays the same, objectives and goals can differ.
On one hand, Goals are the distinct purpose that is to be anticipated from the assignment or project. Objectives, on the other hand, are the determined steps that will direct full completion of the project goal.
Below are the defined tools for SMART Goal Setting (SMARTI Topology);
S = specific
In order to increase the chance of achieving a goal, it must be clearly defined and specific. Think about your goal carefully and imagine it – if you can visualize it, then with some effort you can achieve it.
- What exactly do you want to accomplish?
- Where will it be accomplished?
- Who else is involved?
M = measurable
Your goal also needs to be measurable, so you can see your progress towards achieving it. When you have a plan you can follow that details what steps are required until the goal is completed, your confidence that the goal is achievable will increase.
A = attainable
Is your goal attainable? Focus on what your goal means to you and what the finish line looks like.
By having this sort of practical evidence, you can figure out ways to achieve your goal, develop any traits and skills you need for that and, most importantly, believe that you can attain it.
R = responsible
Ultimately, you are responsible for what happens in your life and therefore it is up to you to do everything in your power to achieve your goals.
Think about what lies in your power to change (and what does not). The degree that you become successful is directly proportionate to the amount of responsibility you accept within your life.
T = timed
A goal should be grounded within a time frame with a fixed deadline. This makes a goal real, creates impetus and shows your subconscious that you are serious.
Ideally, the time to achieve your goal should not be too far into the future. Long-term goals can be broken down into sub-goals with shorter timescales. As you reach each sub-goal, your long-term goal becomes more achievable.
I = inspirational
It is important to be inspired by your goal because if you are, then nothing will stop you. Consider why you want to achieve a particular goal.
An inspirational goal not only benefits yourself but also your close relationships and your wider network of work and family relationships. It’s the motivation that will keep you on track.
Do you ever feel like you’re working hard but not getting anywhere? Maybe you see little improvement in your skills or achievements when you reflect on the last five or 10 years. Or perhaps you struggle to see how you’ll fulfill your ambitions during the next few years.
Many people spend their lives drifting from one job to another or rushing around trying to get more done while actually accomplishing very little. Setting SMART goals means you can clarify your ideas, focus your efforts, use your time and resources productively, and increase your chances of achieving what you want in life.
READ MORE: How to Make Your Goals Achievable
Facts to Consider while Setting SMART Goal
The November 1981 issue of Management Review contained a paper by George T. Doran called There’s a S.M.A.R.T. way to write management’s goals and objectives. Whereby, it discussed the importance of objectives and the difficulty of setting them.
Ideally speaking, each corporate, department, and section objective should be:
- Specific – target a specific area for improvement.
- Measurable – quantify or at least suggest an indicator of progress.
- Assignable – specify who will do it.
- Realistic – state what results can realistically be achieved, given available resources.
- Time-related – specify when the result(s) can be achieved.
All in all, notice that these criteria don’t say that all objectives must be quantified on all levels of management. In certain situations, it is not realistic to attempt quantification, particularly in staff middle-management positions.
Surprisingly, practicing managers and corporations can lose the benefit of a more abstract objective in order to gain quantification. Having said that, it is the combination of the objective and its action plan that is really important.
Therefore, serious management should focus on these twins and not just the objective.
I hope you have gathered enough information in regards to the above revised SMART Goal Setting overview. But, if you have additional information, contributions or even suggestions, please Contact Us.
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