Smart goals are sustainable!!!

“Set your goals high, and don't stop till you get there”.
-Bo Jackson

SMART goals – specific, measurable, attainable, realistic, timely – is the use of a popular system of structured steps to approach goal-setting (and evaluation). The so-called "SMART criteria" are used primarily in effective management.

Objective : The objective of the session was to deduce answers how can a manager be effective at his work place by setting smart goals. The various questions which needed to be answered were:

       

·                          How goals are created?

·                          What are smart goals?

·                          How smart goals  are practiced?

·                          What is the strategy to plan and execute smart goals ?

1)    How goals are created?

The following illustration describes the various steps followed in a goal creation.

Taking a simple goal of” looking better “the various steps to be followed in setting smart goal are:

 

2)             What are smart goals?

To answer the above question we need to understand the SMART goals that are needed to be set before achieving effective management. Here the role of smart goals is important and we shall try and understand it in detail now.

Letter

Major Term

and    Minor Terms

S	Specific	Significant, Stretching, Simple
M	Measurable	Meaningful, Motivational, Manageable
A	Attainable	Appropriate, Achievable, Agreed, Assignable, Actionable, Ambitious, Aligned, Aspirational, Acceptable, Action-focused
R	Realistic	Results-oriented, Relevant, Resourced, Resonant
T	Time-bound	Time-oriented, Time framed, Timed, Time-based, Timeboxed, Time-bound, Time-Specific, Timetabled, Time limited, Trackable, Tangible

IN above:

S = SPECIFIC: A specific goal has a much greater chance of being accomplished than a general goal .To set a specific goal you must answer the six “W” questions:

 Who:      Who does this goal involve?

  What:     What do I want to accomplish with this goal?

  Where:    Where is the location or place of this goal?

  When:     When will you accomplish this goal? Set a time frame.

  Which:    Which things would hold you back from accomplishing this goal?

  Why:       Why do you want to accomplish this goal?

EXAMPLE:

A general goal would be, “look better.” A specific goal would be, “Loose 10 kg by January 28th.”

M = MEASURABLE: Your goal should be measurable.  You should develop a benchmark or starting point (number) to measure your progress.  Many people set goals and will never know if they have attained them or not.  To make your goal measurable ask questions such as:

1.    How much?

2.    How many?

3.    How will I know when it is accomplished?

 A = ATTAINABLE: When you identify goals that are most important to you, you begin to figure out ways you can make them come true .Instead of asking “Can I do this” you begin to ask, “How do I do this” to make it happen.  You begin to get motivated and excited about what is necessary, you get the training and skills and/or resources needed to accomplish the task and develop the plan to make it happen. You begin to see opportunities that were previously overlooked that bring you closer to reaching your goals.

 R = REALISTIC: To be realistic, a goal must represent an objective toward which you are both willing and able to work. A goal can be both high and realistic; You and you alone are the only one who can determine if you have a realistic goal.  Your objective must be believable and realistic to you.

T=Time-Bound : A goal should be grounded within a time frame. With no time frame tied to it there’s no sense of urgency. You MUST set a time frame with a clear deadline.  A goal must have a target date for completion.

 EXAMPLE:

If you want to lose 10 kg.then ask when do you want to lose it by? “Someday” won’t work. But if you anchor it within a time frame, “by January 28th”, then you’ve set your unconscious mind into motion to begin working on the goal.

3)    How can smart goals can be practiced ?

Setting of goals needs to be carried out in two phases  :

1.                            Before performance.

2.                            After performance.

Let us try and understand before performance in detail with practical examples.

An activity of tower building was considered for practical example in which we had to make a tower building from a lot of equal sized cubes available. Initially the 1^st phase of the activity was initiated which took into consideration the following:

Goal setting-a figure has to be set, related to how much height of tower is required

·                     Potential -  A realistic value was cited by each student in the class (for eg. 25, 30,35...etc to name a few) as a part of setting the goal.

·                     Historical performance – Some past experience were shared to get an idea of actually achievable number.The previously achieved number was mentioned as 17.

·                     GOAL achieved:through the exercise how much height of tower is achieved in the class.

4)    What is the strategy to plan and execute smart goals?

Now after the 1st phase is over we enter into the 2nd phase i.e. after performance

The second phase answers what should be the strategy to be followed to increase your performance at work. It mostly consists of how to evaluate the whole process by comparing the findings with the assumptions taken before with two important deliverable in order to judge my performance

MY LEARNINGS and Application in my work:

1) Performance: The two important deliverable which consists of my performance at work place will be:

a) REALISTIC Goal set

b) REALISTIC goal achieved

PERFORMANCE= REALISTIC Goal set X REALISTIC goal achieved

2) Become a S=M=A=R=T. Coach

During the performance review process, A manger has to chart   S.M.A.R.T. goals for employees.Where-

S=M=A=R=T
The manager’s job in the review process is to be a coach. Guide employees to set appropriate goals following the S=M=A=R=T method. Review the goals and ensure they’re appropriate, reasonable, achievable, and aligned with company objectives.

Employees will be much more motivated to meet a goal that they create versus one they’re tasked with. And the smart method provides an easy-to-follow formula that everyone can use.

Summary:

Effective Management is all about performance .It depends on the deliverable at work place, performance realize and enhances your potential.

we all get knocked down from time to time going after what we want.  But it’s the survivors who not only get back up, but in the process, adapt and apply new strategies for staying on their feet.

Taking the time to develop smart goals not only greatly enhances the odds for long term success, but also builds confidence along the way.

I would end here by quoting:

“If you want to live a happy life, tie it to a goal, not to people or things.”
― Albert Einstein