Oct

15

10 Steps to Setting SMART objectives

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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.

  1. Sort out the difference between objectives and aims, goals and/or targets before you start. Aims and goals etc relate to your aspirations objectives are your battle-plan. Set as many objectives as you need for success.
  2. SMART stands for Specific, Measurable, Achievable, Realistic and Timely.
  3. Don’t try to use that order M-A/R-S-T is often the best way to write objectives.
  4. Measurable is the most important consideration. You will know that you’ve achieved your objective, because here is the evidence. I will know too! Make sure you state how you will record your success.
  5. Achievable is linked to measurable. Usually, there’s no point in starting a job you know you can’t finish, or one where you can’t tell if/when you’ve finished it. How can I decide if it’s achievable?
    • you know it’s measurable
    • others have done it successfully (before you, or somewhere else)
    • it’s theoretically possible (ie clearly not ‘not achievable’)
    • you have the necessary resources, or at least a realistic chance of getting them
    • you’ve assessed the limitations.
  6. If it’s achievable, it may not be realistic. If it isn’t realistic, it’s not achievable.You need to know:
    • who’s going to do it?
    • do they have (or can they get) the skills to do a good job?
    • where’s the money coming from?
    • who carries the can?

    Realistic is about human resources/time/money/opportunity.

  7. The main reason it’s achievable but not realistic is that it’s not a high priority. Often something else needs to be done first, before you’ll succeed. If so, set up two (or more) objectives in priority order.
  8. The devil is in the specific detail. You will know your objective is specific enough if:
    • everyone who’s involved knows that it includes them specifically
    • everyone involved can understand it
    • your objective is free from jargon
    • you’ve defined all your terms
    • you’ve used only appropriate language.
  9. Timely means setting deadlines. You must include one, otherwise your objective isn’t measurable. But your deadlines must be realistic, or the task isn’t achievable. T must be M, and R, and S without these your objective can’t be top-priority.
  10. It is worth this effort! You’ll know you’ve done your job well, and so will others.

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Comments

3 Responses to “10 Steps to Setting SMART objectives”

  1. Mohammad Yasin on May 3rd, 2007 7:49

    Excellently explained. If you could include an exercise which could help trainers impart skills to trainees, it would be superb.

  2. The Practice of Leadership » Blog Archive » A 2006 Review of ‘The Practice of Leadership’… on May 12th, 2007 19:32

    [...] 10 Steps to Setting SMART objectives [...]

  3. GordonG on May 19th, 2007 7:01

    One of my ‘issues’ with the usual SMART paradigm is the similarity between A&R - Achievable and Realistic. Consequently I change the R to mean RESOURCED - all too often I see under-resourced goals being pursued.
    G

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