SMART goals are specific, measurable, attainable, relevant, and time-bound objectives that help individuals and organizations set and achieve their targets.
Implementation steps:
Specific: Clearly define what you want to accomplish and make sure it is specific and well-defined.
Measurable: Identify how you will measure progress and success.
Attainable: Ensure that the goal is realistic and achievable.
Relevant: Make sure the goal aligns with your overall objectives and is relevant to your current situation.
Time-bound: Set a deadline for achieving the goal.
Business Example:
A practical example of a SMART goal for a salesperson might be: "Increase sales by 15% within the next quarter by targeting new business opportunities and upselling to existing customers." This goal is specific (increase sales by 15%), measurable (sales figures), attainable (the salesperson believes they can realistically increase sales by 15%), relevant (the goal aligns with the company's overall objectives), and time-bound (within the next quarter).
Useful questions when setting SMART goals:
- What specifically do you want to achieve?
- How will you measure progress and success?
- Is the goal realistic and achievable?
- How does the goal align with your overall objectives?
- When do you want to achieve the goal by?
- Who is responsible for the goal?
- What resources will be needed to achieve the goal?
- How will the goal be communicated and tracked?
- What are the potential obstacles that might be encountered in achieving the goal?
- How will you evaluate the outcome of the goal?
Personal development example of a SMART goal setting:
"Improve public speaking skills by giving two presentations per month for the next 6 months, and receiving feedback from at least one peer after each presentation."
This goal is specific (improve public speaking skills), measurable (giving two presentations per month), attainable (the person believes they can realistically give two presentations per month), relevant (public speaking is a skill that will benefit the individual in various aspects of their personal and professional life), and time-bound (within the next 6 months). It also includes a feedback loop, which is important for personal development, and a clear deadline.
Historical Background SMART Goal Setting :
The concept of SMART goals was first introduced in the November 1981 issue of Management Review by George T. Doran, a consultant and former director of corporate planning at Washington Water Power Company. In his article "There's a S.M.A.R.T. Way to Write Management's Goals and Objectives,"
Doran outlined the acronym as a means of setting specific, measurable, attainable, relevant, and time-bound goals for organizations. The acronym quickly gained popularity as a useful tool for both personal and professional goal setting. Since then, many variations of SMART goals have been proposed, but the basic structure remains the same. The aim of SMART goal setting is to establish a clear and measurable path to achieving a desired outcome, which can help people and organizations be more productive and effective.
