Mar
11
Setting SMART Objectives
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Nothing happens until we plan and a good plans have goals and objectives. Setting goals and objectives correctly goes a long way in helping in the achievement of them. Before we dive into how we go about setting SMART objectives we need to be aware of the difference between goals and objectives. Goals relate to our aspirations, purpose and vision. For example, I have a goal of becoming financially independent, this is a goal. Objectives are the battle plan, the stepping stones on the path towards the achievement of my goal. Therefore, a goal may have one or many objective that I would need to fulfil to achieve my goal. For example, to become financially independent I would need to 1) get out of debt, 2) improve my saving and 3) start a business.
The most well known method for setting objectives is the S.M.A.R.T. way, the SMART approach is well understood amongst managers, but I’ve found poorly practiced. S.M.A.R.T refers to the acronym that describes the key characteristics of meaningful objectives, which are Specific (concrete, detailed, well defined), Measureable (numbers, quantity, comparison), Achievable (feasible, actionable), Realistic (considering resources) and Time-Bound (a defined time line). Lets look at these characteristics in more detail.
SMART objective then are the stepping stones to the achievement of our goals……
Specific
Specific means that the objective is concrete, detailed, focused and well defined. Specific means that it’s results and action-orientated. Objective must be straightforwards and emphasize action and the required outcome. Objectives need to be straightforward and to communicate what you would like to see happen. To help set specific objectives it helps to ask:
- WHAT am I going to do? This are best written using strong, action verbs such as conduct, develop, build, plan, execute, etc. This helps your objective to be action-orientated and focuses on what’s most important.
- WHY is this important for me to do?
- WHO is going to do what? Who else need to be involved?
- WHEN do I want this to be completed?
- HOW am I going to do this?
“The successful man is the average man, focused.” - Unknown
Diagnostic Questions
- What exactly are we going to do, with or for whom?
- What strategies will be used?
- Is the objective well understood?
- Is the objective described with action verbs?
- Is it clear who is involved?
- Is it clear where this will happen?
- Is it clear what needs to happen?
- Is the outcome clear?
- Will this objective lead to the desired results?
Achievable
Objectives need to be achievable, if the objective is too far in the future, you’ll find it difficult to keep motivated and to strive to attain it. Objectives, unlike your aspirations and visions, need to be achievable to keep you motivated. I do feel that objectives need to stretch you, but not so far that you become frustrated and lose motivation.
Diagnostic Questions
- Can we get it done in the proposed timeframe?
- Do I understand the limitations and constraints?
- Can we do this with the resources we have?
- Has anyone else done this successfully?
- Is this possible?
Realistic
Objectives that are achievable, may not be realistic….. however, realistic does not mean easy. Realistic means that you have the resources to get it done. The achievement of an objective requires resources, such as, skills, money, equipment, etc. to the task required to achieve the objective. Whilst keeping objectives realistic, ensure that they stretch you. Most objectives are achievable but, may require a change in your priorities to make them happen.
Diagnostic Questions
- Do you have the resources available to achieve this objective?
- Do I need to revisit priorities in my life to make this happen?
- Is it possible to achieve this objective?
Measurable
If the objective is measurable, it means that the measurement source is identified and we are able to track the actions as we progress towards the objective. Measurement is the standard used for comparison. For example, what financially independence means to me, may be totally different compared to what is means for you. As it’s so often said if you can’t measure it, you can’t manage it! It’s important to have measures that will encourage and motivate you on the way as you see the change occurring, this may require interim measures. Measurements go along way to help us to know when we have achieved our objective.
Diagnostic Questions
- How will I know that the change has occurred?
- Can these measurements be obtained?
Time-Bound
Time-bound means setting a deadlines for the achievement of the objective. Deadlines need to be both achievable and realistic. If you don’t set a time you will reduce the motivation and urgency required to execute the tasks. Timeframes create the necessary urgency and prompts action.
Diagnostic Questions
- When will this objective be accomplished?
- Is there a stated deadline?
“There’s a difference between interest and commitment. When you’re interested in doing something, you do it only when circumstance permit. When you’re committed to something, you accept no excuses, only results.” - Unknown
Technorati Tags: Goal-setting, Personal Leadership, Leadership, Management, Objectives, Goals, Planning, Strategy, Business
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27 Responses to “Setting SMART Objectives”
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Welcome to The Practice of Leadership!
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What I support...
I wish to have more information on SMART.
Job planning and process management
very clear and very concise
Thank you very Much
Keenan Buck CTO
[...] Setting effective objective to guide your team and organisation is very important for leader to get right. Badly formulated objectives will steer an organisation in the wrong direction. I found this 10 step approach to setting SMART objectives from the National Primary and Care Trust, it’s a great follow-on from my previous post. [...]
A good reference point for appraisal time, reminding ourselves of the most sound and proven principles can only benefit both the company and the employee.
[...] Setting SMART Objectives [...]
Why are they not in order though?
Really useful summary of SMART - thank you.
To whom should I attribute this to? I wish to share it with students
[...] questions helped to channel our thoughts and set specific targets – we have even been using the SMART model (Specific, Measurable, Achievable, Realistic, Time frame) to set out some meaningful [...]
[...] assignment; (2) your objectives [it helps to set your objectives using verbs such as these, also this might help] , (3) what you’ve done so far, and (4) what you plan to [...]
great
Hi, do you know where the SMART method was started? Who do I cite for its origin?
Thank you
[...] Are the actions described in S.M.A.R.T. terms (see my previous post on how to achieve this here) ? [...]
How can Leaders have SMART-”S” (Stretchable) goals ?
Did successful commanders and Leaders of history practiced S.M.A.R.T?
I can condense the article into three words:
Reject fuzzy thinking.
It’s very useful for my seminar
I am currently working in the financial sector. I am the team leader in the filing dept. We store millions of files. I need examples of objectives I can set for my team members.It must include, improving turn around times, versatility, productivity, cost savings and personal development.
This is a succinct piece. It will serve a very useful reference material in setting my personal objectives and those of my subordinates. Thanks.
Is is possible to be SMART in finances, if yes how
Thank you
Could you give me one example of this : for eg. a Barman
His job objective and the measurement
I find that projects mainly fail because of inadequate objectives. Managers are not able to get past the S of SMART.
The main cause of failure is that there is no effective way to perform the M. You speak of interim measures as well as complete project measures. Do you have any examples of such measures and how these can be implemented without the use of a performance appraisal, which is often tied to salary increases. When money enters the picture, it brings with it unnecessary complications.
A framework that extends and guides the M factor would be the most effective resolution. Any ideas?
It made life easy for me
easy to follow and very educational.
Im so impressed with this readings in your publciations. I hope to be a good and fanastic manager though at a lower level.
Thanks
I thought this was supposed to be SMART not SARMT…? To reach your audience and have credibility for your concepts, basic editing and language skills are also critical.
Interesting article, the history of SMART appears to come from Paul Meyer in 1965 see http://www.rapidbi.com/smart or wikipedia for details
looking at some of the replies posted, i would say that a couple of the people are SARMT asses, so what if they’re not in order, are you stupid? and I don’t think condensing the article into 3 words “reject fuzzy thinking” really does have the same effect
I found it useful.