10 Tips for Setting SMART GOALS/Objectives

Link From Ravenyoung's Blog. Thanks to Raven for Posting the link.

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10 Tips for Setting SMART Goals / Objectives

George Ambler has a good post on SMART goals at his blog The Practice of Leadership. It's titled 10 Steps to Setting SMART objectives and references an article by Andrew Bell titled 10 Steps to SMART Objectives (.pdf). Some of the tips may seem like no-brainers, but I find it's usually the simple things that get forgotten or overlooked:

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.

Read more here: http://feeds.feedburner.com/~r/LeadingForward/~3/37568117/

Even though the article makes a distinction between objectives and goals - and the article is directing you to write objectives - I believe you can still use these steps for setting SMART goals and objectives for people and projects. Note that George references a previous post of his that has great info on what SMART is and how to use the tool effectively: Setting SMART Objectives. I have a related post referencing two interesting opinions on the SMART Acronym: SMART Goals, Expanded Definitions. Enjoy!

posted by Raven at Raven's Brain under Leadership

Tags: Leadership, SMART Goals, SMART Objectives, SMART, Goal Setting, Goals and Objectives