Without setting a goal, there can be no question of moving towards your dream. Success is achievable with a methodical, deliberate approach that allows you to find and understand the required actions. There are many approaches that help a person or a group of people understand how to properly achieve the desired result. One of the most popular modern techniques is setting a SMART goal. How to apply it, what is its principle, it will be interesting to know for every person who seeks to change his life and the world for the better.
Purpose and its essence
The goal is a fixation of the result that could ultimately satisfy the one who set it.
At the time of achievement, the indicated result will have the form planned in the past.
Goals are divided into short-term (up to one year) and long-term (up to 10 years). Moreover, short-term goals should be steps to achieve long-term plans. This is applicable both for the personal development of a person and at the most global levels.
However, you need to be able to set goals. For this, different methods are used. One of them is setting SMART goals. In order not to get lost in the vast ocean of possibilities and directions, you should clearly outline your course. Definiteness of goals leads to certainty of the result.
What are SMART goals
The SMART goal setting technique comes from America. This technique involves the generalization of all information, the designation of certain deadlines for achieving results, the assessment and collection of all resources that will be needed on the way to the goal.
Each participant in achieving a SMART goal at the earliest stage of planning has a certain role in the process.
The essence of this methodology is to meet the goals of the five criteria. The word SMART is an acronym. It was introduced in 1954 by the American management theorist Peter Drucker. The decoding of this abbreviation is as follows:
- S - specific - specificity;
- M - measurable - measurability;
- A - achievable - reachability;
- R - relevant - relevance;
- T - time bound - limited time.
Other transcripts have been created based on the original SMART goal setting methodology. However, its original form is presented above. This technology of SMART goals is better known all over the world.
Specific - specification
To understand the essence of SMART technology in setting a goal, it is necessary to consider each of its principles in more detail.
The first criterion for SMART goal designation sounds like "concretization". This means that the task must be clear, which greatly increases the chances of achieving it. For example, a SMART goal would be "I want to lose weight up to 60 kg." This is the correct wording. It would be wrong to say "I want to lose weight." There are no specifics here.
Another condition of this paragraph is that one goal can have one result. If in the course of achieving it it turned out that there are several of them, then you need to reconsider the issue and divide SMART goals into several.
The more specific the task, the easier it is to complete. Therefore, this point in the methodology is the first.
Measurable - measurability
The result must be measurable. For this, criteria are determined according to which the process will be carried out.
For example, for the goal of "lose weight up to 60 kg" using SMART technology, the result can be measured by weighing. You can't judge results by how you feel. This is a very subjective criterion. Even if you can’t measure it in any way, you should use a scale. All people who hear about a given goal should perceive it in the same way. This will allow you to assess how close the person is to what they want.
This is what the SMART goal scale is for. Examples of changes can be very different. Points apply. A certain number of them will lead to the final event. Each criterion for its achievement should also be evaluated in points. This will help to understand how much each individual or group's contribution to obtaining the necessary good weighed. You can also use a percentage scale.
Achievable - reachability
An important point of the methodology is the achievability of the SMART goal. The decoding of this parameter indicates the need to discard obviously unattainable results. Because there should be an opportunity to come to the desired at least potentially.
Setting deliberately sky-high goals in order to fulfill them at least on a minimal scale is initially wrong. Therefore, before starting to set your desired achievements, it is necessary to sensibly consider all the resources available to a person. They should be enough to give a chance to complete all tasks in full.
These resources include time, investment, capital, experience and knowledge, decision making, and opportunities. Even access to the necessary information decides whether SMART goals are achievable. Examples of incorrect formulation of this paragraph accurately describe the words "a good opponent is not ashamed to lose." The high bar in the SMART goal setting system is contrary to its concept.
Realistic - realism
This item is also related to existing resources. Only this aspect involves not only assessing their presence, but correlating their number with the number required to achieve the goal.
At this stage of planning, it will be convenient to create a resume, a business plan. This will help to make an audit of all available resources and highlight the points that are missing to achieve the desired result. If a significant amount of resources is missing, the goals should be revised. Big ambitions in this case are not good.
The ratio of the desired result with other existing conditions and directions of movement at this stage will also need to be performed for the SMART goal. The decoding of this item indicates the maximum approximation of the trading result to reality. For example, the goal is to harmonize your biorhythms. For this, a person needs to get up later than earlier. However, this will lead to his systematic lateness to work. With reality, such a goal is incomparable. Therefore, it needs to be improved. The planning process should take into account all the aspirations of the person or the goals of the organization. SMART-methodology will work correctly only in this case.
Time bound - limited time
SMART goal setting technology for this stage involves the definition of a clear time frame in which it must be completed.
This is necessary to be able to control the progress of tasks on the way to reaching its peak.
These time frames are determined based on existing resources and capabilities. They must be justified. To do this, two concepts should be correlated. One of them is how soon a person wants to achieve the goal, and the second is what opportunities he has to make it real.
It is precisely because of this stage that the SMART goal-setting methodology differs from a simple dream. Also, at the final stage of the production, one should evaluate the possible reaction of others to the chosen direction of activity of a person or group. Whether they will help or hinder achievements also plays an important role.
How to set a SMART goal
In order to correctly set a goal according to the SMART system, it should be correlated with all 5 points of the methodology. It must match each of them.
If at least one item from SMART is not fulfilled, then the goal will either not be achieved at all, or the result will be completely different from what was expected at the initial stage.
It is better to write down the goal setting process. This will help to more fully realize and delve into the goals of the process itself already at its initial stages, to more accurately assume the final result.
Then the concept of the required future outcome is gradually created. This applies to every item in the system.
First, the final result is described in the smallest detail. Further, it is fixed what the end of the path should be, the limit is determined, which marks the achievement of the goal. The next stage requires a search for confirmation of the reality of the tasks set.
Then the required amount of resources or actions that will lead to the desired result is determined. The entire project needs a completion date. The day is determined when the task will be completed, the result will be achieved.
Goal setting example
To better understand the criteria for a SMART goal, it would be more correct to consider a specific example. Suppose a person has set a goal for himself to earn more money. If you pass it through all five points, the concept will look like this.
The first step requires specifics. Therefore, this goal will sound already "earn 20% more money." The next paragraph will show that the desired return should now be 120%. The third point allows you to assess whether this goal is achievable. You can work more, which will serve as a factor in increasing income. This goal is achievable. The fourth stage involves the definition of realism. Can a person work more hours a day? If yes, then the task is feasible, and you can move on. Deadlines should be determined. The goal is achievable and income can increase by 20% in two months.
The end result of SMART goal setting would be: "After two months, I am increasing my income by 20% due to one more working hours per day."
When the SMART Method Doesn't Work
There are reasons why the presented system does not work in some cases.
One of them may be the constant loss of relevance of the date, when external conditions change frequently and unpredictably. In this case, long-term planning will be simply unrealistic, the process will be incredibly difficult to foresee.
If it makes sense not even the end result itself, but a constant movement in the right direction, the technique is used with some reservations.
In the case when, for some reason (most often it's just laziness), it is not possible to immediately get down to business, it makes no sense to start developing a SMART method. After all, even written, thoughtful steps to achieve a result will remain exclusively depicted on paper.
Also, this goal-setting process is not suitable for people with an adventurous temperament or who are engaged in creative activities that depend on inspiration. For them, such a system is simply not relevant. Whether this is good or bad is not worth judging. Each of these arguments has its proponents and opponents. All people are different, so there can be no equally suitable method for everyone.
Target Visualization
The SMART goal setting system is very effective due to the principle of their visualization. Thinking daily about the path that should be followed to the desired result, a person tunes in to advancement and growth.
The power of thought constantly pushes to the necessary actions. At the moment when life puts a person in front of a choice of a further path, he will choose the one that leads him to achieve the goal.
The paths leading to the top, formulated using the SMART method, are in the subconscious of a person and are always ready to push him to the best choice of actions. This is precisely the positive effect of goal visualization using the SMART method.
positive thinking
When setting SMART goals, it is very important to be able to positively tune in to achieve results. This allows a person to learn to think in an extraordinary, creative way, maybe even contrary to the opinions of others or ingrained concepts. Lack of self-confidence will immediately make any goal unattainable.
Therefore, the greatest successes are observed among those people who went to their dream no matter what. Self-confidence, creativity and originality, supported by a systematic approach to organizing actions, are the key to any success. This combination of factors maximizes the chances of achieving the goal.
Having become familiar with the SMART goal setting system, each person or group of people can properly organize all their resources and aspirations to achieve the desired result. Believing in your own strength, moving in one direction with the help of the presented method, everyone can conquer their peak.
The SMART principles include 5 criteria that a goal must meet: specificity, measurability, achievability, relevance, time consistency.
Checking the target for compliance with these criteria allows you to predict some of the problems that will definitely arise in the course of work on the project, to prevent and prepare "emergency exits" in case of an undesirable course of events.
The SMART principle is the universal initiator of project success.
Specific
The goal must be clear and specific. If you cannot succinctly and competently formulate the goal, then it is likely that you yourself do not see the exact picture of the desired result. The goal should not be too general, too lengthy. If your goal is devoid of concretization, then with further work with it, you may have problems in drawing up a plan, working with subordinates, controlling and monitoring.
It's hard to convince people to do things they don't fully understand.
measurable
The most important criterion for goal setting is the ability to measure the results of the achieved goal. For measurement, various (most often digital) indicators are used - indicators of volume, weight, cost, quantity. If a goal cannot be measured in numbers, other indicators of measurement must be found for it.
It is the ability to measure the final results of the stages of work on the project that is the key to successful planning. In addition, measurability is one of the main incentives for completing tasks and a criterion for control - it is difficult to control how they cope with a task that has no limits and boundaries.
Remember It is impossible to control the implementation of the task formulated "approximately".
Achievable
The degree of attainability of a particular goal may be different. In addition, you must be prepared for the fact that in order to achieve the goal you will need additional resources and a margin of time.
If achievability is in doubt, it will be difficult for you to win the support of employees and partners.
It is the tasks that are difficult to implement that lead to the refusal to work on the project at all its stages, it is in the process of achieving these goals that a large number of unforeseen problems arise.
If the goal is too easy to achieve, then there is no point in taking the time to plan the steps to achieve it. It is possible that it will be achieved without much effort in the course of work on the project.
The implementation of an inappropriate goal requires time, effort, costs no less than an appropriate one, but usually does not produce any results and, moreover, can be the cause of problems.
Relevant
To fulfill the principle of relevance (relevance), it is necessary to check how all levels of the pyramid of goals are consistent with each other. Even the smallest sub-goal is a link in the overall chain, so it must be subordinate to the main goal, or mission.
Tasks, work assignments must have common measurement indicators, be fed by the same resources, and be subject to a single control system.
Time-matched
Tasks and work assignments must be coordinated in time. Planning includes the start and finish time of the implementation of all stages of the project. It is important that the sequence of the alternation of stages is observed so that the deadlines for their completion do not overlap, so that the key points of the project are not scheduled at the same time.
Various graphs and charts are used to implement this planning principle.
Clear coordination is one of the main principles of successful planning, therefore, close attention is paid to it in the planning process.
The technique of SMART goals can be reduced to the first criterion - specificity. Personal life can be more or less viewed with a horizon of 1 year - then the vision of the future will be difficult. Use the method for medium and short term goals.
For long-term goals, it is more suitable to set not specific goals, but goals-directions of movement. Pure self-deception is to set long-term goals, and even more so, goals for life according to the SMART method.
The SMART method helps to choose the formulation of the desired/planned result. It's just a form of writing down your goals, not a method to achieve them.
Any, even the most lethal, technology in inept hands will not work. To set smart goals correctly, you need to gain experience and get smarter.
SMART goal criteria - decoding with examples
After Drucker, the method was packaged in a memorable wrapper with the abbreviation S.M.A.R.T (from English - smart) according to five basic criteria.
Let's decode SMART criteria for setting personal goals.
specific. The goal must be specific
We concretize the desired result in our personal life, making it understandable and achievable. Instead of dreamy, general formulations, you need to write down a specific result at the output.
According to the SMART principle, goals should be with one specific result. If the goal is “Become a family man,” then it needs to be broken down into subgoals.
measurable. Target - measurable
The technology of goal-setting according to the SMART rule assumes that the manager controls the progress towards the goal. To do this, it must be measurable. The numbers must be adequately chosen so that they have a meaning (unit of measurement) as in example No. 6.
Each criterion of the SMART method transforms and refines the goal. The same goals, with the criterion of measurability, will become more specific.
Achievable. Target - achievable
The reachability criterion means that the goal is already within your reach or is in the growth zone. You have enough knowledge and skills to achieve it. Or it will take a little work on yourself to cope with it.
You can imagine step by step what needs to be done, and each step is within your power. It may be difficult for you to achieve it, but it does not scare you. The goal may cause doubts, but it does not paralyze the will.
If the goal seems unattainable, it is better to set an intermediate goal that is accessible to you. If the goal is set and you put it off, you need to set the goal easier.
Relevant. Target - Relevant
This criterion of the SMART goal method requires you to check yourself with a question − "Why do I want this?" Many goals lead to your initial desire, and perhaps they are more interesting.
You can lead a healthy lifestyle in different ways: run, eat right, swim, play volleyball. You need to check which suits you best. Explore yourself: how you feel as you walk the different paths of a healthy life.
If the goal is difficult, and you are not sure that you want to pursue it, I recommend setting an intermediate goal for the experiment. To go part of the way and see how it is - is there any further desire to strive for it?
time bound. Target - Limited time
In management, this is an important criterion for every goal. Other employees need to be guided by the results of colleagues, and build their plans based on the results of members of the organization.
In personal life, it is more convenient to set not single goals with a given deadline, but to draw up an annual plan.
| Not | Yes |
|---|---|
| Read 7 self-development books in 2019. Drawing courses in May 2019. Freediving courses in August 2019. | Plan for 2019 : Read 7 books on self-development. Drawing courses. Freediving courses. |
| Buy a laptop in January. Go to grandma's on January 6th. Buy tickets to Thailand until February. | Plan for January: Buy a laptop. Go to grandma. Buy tickets to Thailand. |
| Learn to meditate. | Meditate for an hour a day for a month. |
What should be a SMART goal?
A challenge for the diligent. Mentally formulate a difficult but achievable goal for you for each item. Quickly check that it is to your liking and measurable.
The term is 3 months.
| Not | Yes |
|---|---|
| Lead a healthy lifestyle. | How to change your diet for the better? What kind of physical activity to make a habit? |
| Live bright. | What exactly to do to live the next month brighter than the current one? |
| Meet your soul mate. | Where "they" can be and how to get to know them? What to change in yourself to be interesting to yourself? |
| Get rich. | What income to have per month? What about where the money is? What services to provide to the world? |
| Improve physical fitness. | Whether to be athletic and pumped up? Whether to be mobile and hardy? |
Learn to set smart goals .
- How to set SMART goals the right way.
- How to apply the SMART goal technique in a company.
- How to implement SMART goals in a company.
SMART goals This is the most common goal setting method in goal setting. However, not everyone knows how to use it in practice.
The SMART methodology proposed by Peter Drucker is named after the first letters of the English words specific (specific), measurable (measurable), achievable (achievable), relevant (compatible) and time-bound (defined in time).
The concept of management by objectives (MBO), within which SMART principles emerged, has already become a classic of international management. It is based on the manager's ability to set "smart" (eng. smart - smart) goals for subordinates and himself (strategic management, in turn, involves a view from above, when the whole picture is more important than individual numbers. A tool allows you to build a holistic picture - the company's strategic map The tool was developed within the framework of the theory of a balanced scorecard, you can learn how to draw up such a map and use it after passing at the School of the General Director).
SMART:
S- specific, significant, stretching - specific, significant. This means that the goal setting must be specific and clear. "Transparency" is defined by an unambiguous perception by all parties. If you set goals, they should be clear and expressed as precisely as possible. When setting goals, globality and uncertainty cannot be used. Specific goals will tell your employee:
- your expectations from its activity;
- deadlines for completing the tasks;
- exact result.
Concretization will be able to accurately assess the intermediate successes that bring the achievement of the final goals closer. The continuation of each ultimate goal is a super task. If there is no super-task, even the nearest goal will be unattainable. In fact, this is an additional motive.
M- measurable, meaningful, motivational - measurable, meaningful, motivating. The result of achieving the goal must be measurable, moreover, measurability must be applied not only to the final result, but also to the intermediate one. What is the use of a goal if there is no way to evaluate it? If the goal is immeasurable, it is impossible to evaluate its achievement. And the employees? They will not be motivated to move on unless they have a concrete measure of their success.
A- attainable, agreed upon, achievable, acceptable, action-oriented - achievable, agreed, action-oriented. It is important not to forget about the adequacy of the goal set and to be sure that this goal is precisely achievable by evaluating resources and various influencing factors. Each goal should be achievable for any employee and, as a result, the entire company. The most optimal are the goals that are required when performing efforts, but are not prohibitive. Too high and too easy goals lose their value and employees will neglect them.
R- realistic, relevant, reasonable, rewarding, results-oriented - realistic, relevant, useful and results-oriented. Goals should always be relevant and not run counter to other goals and priorities of the organization. Validity of purpose is one of the key tools for making your company's mission a reality. Everyone knows the Pareto Law, which says that 80% of the results are achieved with 20% of the effort, and the remaining 20% of the result will require 80% of the effort. Similarly, we can say that 20% of the goods give 80% of the revenue, and the main thing here is to see these 20% of the products.
T- time-based, timely, tangible, trackable - for a certain period, timely, trackable. The deadline for achieving the goal is a key component of goal setting. The term can be defined by a specific date or period. Each goal is like a train, it has its own time of departure, arrival and duration of the trip. Setting a time limit on your goal will help you focus on meeting deadlines. Goals without deadlines will most often fail, due to everyday rush.
Examples of what SMART goal setting should be
- Start earning 200,000 rubles monthly at your current job by March 1, 2018.
- Enter the budget at the Moscow State University at the Faculty of Philology in 2018.
- Pass the category B driver's license test by May 31, 2018.
- Lose 10 kg by July 1, 2018.
- Spend 3 weeks in Rome, in a 5-star hotel in the city center from May 1 to May 20, 2018.
- Complete a free Personal Growth training by August 31, 2018.
- Learn 100 English words in 30 days.
- Read all CEO articles by November 20, 2018.
These are approximate goals that are correctly set and meet all of the above criteria.
How to use SMART to improve business processes
The SMART method allows you to identify bottlenecks in business processes, improve operational efficiency and select effective analysis methods. How to build a strategy according to the SMART principle, read in the article of the electronic magazine "CEO".
How to formulate a goal using the SMART technique
- To achieve any goal, it is important to first form an intention. Preferably in writing. To correctly formulate the goal, apply the SMART method to your intention. Thus, you will immediately see those hidden problems that may prevent your intention from being fulfilled.
- SMART goal setting is the best way to focus on your intention. That is, you will automatically tune in to the desired wave. As a result, you will not only come up with a way to achieve the goal, but also “pull” all the necessary events, and in some cases, achieve the goals without doing anything to achieve.
- By applying concretization and a way to measure achievement, you will develop a better understanding of what you really want. This approach will help you identify your goals and get rid of the imposed ones.
- By checking your goal for realism, you will certainly realize and understand the connection of this goal with your other goals, the goals of loved ones, etc.
- The SMART method is also applicable to advice from other people, to any recommendations, suggestions, etc. (for example, in a meeting)
- When there are many goals, SMART will help to weed out the "bad" goals and work only with the "good" ones.
Expert opinion
Vladimir Larionov, CEO, Audi Center Varshavka, Moscow
When setting goals, our company uses the SMART methodology. Let me dwell on the main components of this technique:
Letter S. Our goal is to earn.
Letter M. For each profit center, we clearly define how much money it should bring to the common piggy bank and what needs to be done for this. For example, the goal of the sales department is to earn a certain amount by selling a certain number of cars. There are divisions that do not sell anything themselves, but without them the business process is unthinkable (for example, the client department). The employees of such units have their own goal - also expressed in numbers. For example, we measure customer satisfaction by conducting surveys, so the goal of the customer department is to achieve the planned level of satisfaction.
Letter A. Goals must be achievable. Achievable does not mean underestimated - it is better to raise the bar. I have a saying: “If you go on the mat against a heavier opponent, you may put him down, or maybe not. And if you don't go out, you'll never put it down." It is very important to monitor the achievement of intermediate indicators. If we see that someone is not following the plan, the task of all departments is to help him. For example, a few years ago we had a threat of disruption of the sales plan due to the lack of new machines of certain models in the manufacturer's warehouses. Nevertheless, the company found a way out: we began to manage demand, trying to sell cars of those models that were in stock and stimulate the production order of scarce models. In general, to do everything so as not to lose our precious customers due to the problems that have arisen.
Letter R. The goals of specific departments should be related to the overall goal of the company. For example, the main task of the transport department is to maintain a fleet of test and replacement vehicles in good condition. On the other hand, replacement cars help to earn money - if there are free cars, we offer them for rent to customers.
Letter T. Achievement of the goal should be limited by time frames (month, quarter, year, etc.).
Examples of achieving goals using the Kaizen method
There is another simple way to achieve a complex goal - you need to go towards it in very small but regular steps. The method is called "kaizen". The editors of the magazine "General Director" gave 4 examples of achieving goals using this method.
When are SMART goals appropriate and when are they not?
1. The date of achievement of the result must be updated. There is no point in long-term SMART planning, as the situation can change dramatically if you set irrelevant goals before the deadlines are met. As an example, the case when a person has "seven Fridays in a week."
2. If, in your state of affairs, the result is not important, but only the vector of movement and its direction are important, the full use of SMART becomes impossible.
3. The SMART method is always aimed at taking some action in order to achieve the set goals. If you understand that no action will be taken to achieve the goal, the method loses its effectiveness.
4. Spontaneous planning is much more suitable for many employees. We will discuss how SMART goals help prevent conflicts in companies below.
14 tips on how to set and achieve goals
The SMART approach is primarily used by large and tech companies. The larger the organization, the more difficult it is to keep track of the work of an individual employee. SMART also allows you to control the work of even a large team. If employees have to perform the same type of tasks, it makes sense to set an algorithm of actions using SMART principles, so as not to explain everything anew each time. There is only one limitation: it makes sense to write an algorithm only for fairly simple tasks with a clear result in advance.
SMART will allow you to honestly evaluate the result of each employee online. Achieving specific goals is the most understandable criterion when calculating remuneration. The average performance of the tasks set according to the SMART methodology usually ranges from 80–90%; if it drops to 50% or falls even lower, then the work of the employee should be recognized as ineffective. In accordance with it, the reward is calculated.
The effect of the implementation of the SMART methodology is compared to turning on the light in a dark room: in an instant it becomes clear who is doing what and how each employee is useful to the company.
SMART goals for subordinates helped resolve disputes with superiors
Kirill Goncharov, Head of Sales at Oy-li, Moscow
Let me tell you my practical case. I held the position of Deputy Director for Development in the management company of a banking and construction group. The head of the marketing department constantly got into an argument with me. For example, I said: “The other day I heard about the launch of a new promotion by our competitors (partners, etc.). Maybe we can implement this experience in our country too?” Most often, in response, I got indignation and protests. Of course, I realized that those promotions that are held, for example, by plumbing stores, are not suitable for our business, but I did not agree with the marketing plan, where the same events were held from month to month - exhibitions and publications. I began to apply a different approach, setting tasks in a directive: “I ask you to prepare a set of measures aimed at increasing sales. I am waiting for an action plan and a budget calculation by such and such a number. I understand that you think that everything does not work, so offer me something that will work. The head of marketing did not like such tasks and I had to replace her.
When a similar situation arose in my practice for the first time, I was worried and thought about where my mistake was. But then I found a solution to this problem. I check each of my tasks according to SMART and make sure that the performer fully understands.
How to implement SMART goals in a company
SMART can be purchased as a product - a computer program that is installed on employees' PCs. In this case, each employee has a personal plan with the deadlines for completing individual tasks and their cost. At any time, the manager can check the degree of readiness of a particular work, calculate the number of employee's working hours, the number of delays, errors. If there are several performers, then you can control, for example, how long a document was with each participant in the process, who delayed the work. When purchasing such a program, be prepared for the fact that you will have to spend a lot of time and effort on describing the goals of the work of each employee. Instruct HR professionals to do this based on job descriptions.
SMART as a management technology can be used by any leader without restrictions: when giving the next task to a subordinate, check with the principles of setting goals described above. Remember that work is organized most effectively if the employee sets tasks for himself, and you only approve them.
- Personnel assessment criteria that will give the best result
Practitioner tells
Ruslan Aliev, General Director of ZAO Capital Reinsurance, Moscow
We plan the company's activities based on the concept of target management. We start by defining global business goals, fixing them in the company's strategic development plan. The following is a list of specific goals for the coming year. They are reflected in the operational plan.
Operational planning is a serious undertaking: all the company's activities, including budget indicators and the motivation system, depend on the quality of its implementation.
We consider the ability to correctly set goals as a key skill of a manager. To achieve the desired result from subordinates, vague tasks with the wording "improve" or "improve" something should be avoided. It is very important to define goals together with the employee and give him the opportunity to communicate with management on the basis of the work done. Finally, goals should be set "for growth." A high bar only increases motivation, if, of course, the employee is internally ready to achieve it.
In order to be able to assess the effectiveness of the work of the staff as objectively as possible, we have developed key performance indicators (KPI) for all positions. The required level can only be achieved if the employee is doing well with the tasks of the operational plan. Key indicators include both quantitative (monetary) and qualitative (non-monetary). Each category of employees has its own priority areas of work. Corresponding indicators are of greater importance in assessing their performance and are more reflected in income. So, for selling departments, the most important are financial indicators and monetary KPI, for supporting departments (human resources department, lawyers, financiers) - qualitative, related to the organization and support of business processes.
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Without goals, we are nothing. Without seeing the end of the path, it is impossible to move along it. Without knowing the final results of the plan, it is impossible to draw up the structure of the day. If before this your goals were abstract dreams, the time has come to turn them into a tangible reality. And there is a great tool for that.
Meet! SMART is a goal setting system.
What is SMART?
SMART is that rare case when the abbreviation matches the content. The translation of the word smart sounds from English as "smart". Planning smarter. Great name!
The word itself is broken down into simple and understandable components. Each letter is endowed with meaning, and, here's the secret, until you can feel the essence of each term, the smart system for setting a goal will not work. Or it doesn't do its job well.
Why is that?
Because each element in this system matters: for understanding the goal, for its formation and achievement. Moreover, when creating the correct wording of planned tasks according to “smart”, projects often undergo a transformation - previously unnoticed important aspects, nuances, and details emerge.
Let's decrypt:
S(specific). Specifically.
M(measured). Measurable.
A(Achievable). Achievable.
R(Relevant). Agreed.
T(Time). Time.
S - Specific. A specific goal is half the success
Everywhere they write: the goals of the smart system must be specific. But what does that mean?
Everything is simple! You need to clearly understand what the result should be for this goal.
Not just to lose weight, but to reduce the waist to 60 cm or see the scale arrow at 55 kg. Not to raise the company's sales, but to achieve indicators better than the same period last year by 40%. Not “buy a house”, but “earn 2 million in six months and buy a house in the XXX cottage village”.
If the project requires the participation of some other person - an employee, partner, manager, then it is very important to get feedback on the specification of the goal. Otherwise, it may happen that the gym trainer is focused on achieving the final weight, and you are striving for the exact volume of your forms!
Even when looking at examples of the smart system for setting goals, we see not an abstract plan, but a clear picture. And this is very important for starting the work of the subconscious, which, having understood what a person needs, will begin to contribute in every possible way to the fulfillment of his desires. Throwing the right thoughts, stimulating the right ideas, guiding you along the best route.
If you believe in the influence of the universe on us, then you can use this argument. The clearer the request to the Universe, the faster and more correctly it will be implemented.
It turns out, no matter how you explain the SMART phenomenon - there are solid pluses everywhere.
M - Measurable. Scales for measuring goals
The second important nuance.
SMART goals should be measurable. They should contain quantitative or understandable qualitative indicators, characteristics that will ultimately indicate that the goal has been achieved.
What can be used to measure:
- money - rubles, euros, dollars, tugriks;
- shares, percentages, ratios;
- reviews or other external evaluation criteria;
- likes, number of subscribers, "viewed" for articles;
- frequency of actions - every second user clicks "order";
- time - limited periods;
- fines - ;
- approval, approval, approval - obtaining a positive opinion of a specialist or manager.
You can find very strange options for measuring goals:
- "crosses" for embroiderers;
- schoolchildren's grades;
- competitions for teachers;
- the number of dishes every day at the hostess;
Everything that can be measured and valued should be measured and valued.
SMART goals - examples:
- lose weight by 10 kg
- print 5 articles per day
- meet 1 person a day
- get agreement from a lawyer
All examples are "cut off", as they are intended to demonstrate only the criterion of "measurability". More precise benchmarks for SMART goals at the end of the article.
A - Achievable. Is the dream achievable?
Suppose you, as an ordinary office worker or a housewife, set a goal: in six months to get approval from the commission for a flight to the moon. Specifically? Measurable? All right!
Is it achievable? Unlikely…
SMART is not a magic pill that will take you to a magic castle just for the right wording.
This is a system that focuses on the reality of being. This means that when considering any plans, it is important to correlate the available resources and capabilities with the desired result.
There are as many options for assessing achievability as the goals themselves and how to measure them. This:
- material and moral resources;
- time;
- skills;
- knowledge;
- financial opportunities;
- health…
R - Relevant. Align goal with reality!
An interesting point is the agreement of the goal. With what or with whom does it need to be “coordinated”?
With reality...
With existing plans...
With wishes...
What can happen if this item is excluded from SMART planning? Absurdity and complete impossibility of the formulated tasks.
Goals do not fit well: “get enough sleep”, “run at 5 in the morning”, “spend time with my husband after he returns from work at 24-00”. Or: “80% reduction in staff” and “200% profit return compared to last year.”
If there are contradictions, then it is necessary to revise and adjust the plans.
T - Time-bound. When to evaluate the result?
Time-bound - "limited in time." If the goal has no finite time limits, then it can be achieved indefinitely. Therefore, it is important to set a framework within which the desired plans must be implemented.
It is customary to share goals:
- Short-term - up to 100 days
- Medium-term - from a quarter to a year
- Long-term - for a period of 1 year or more
An interesting fact, but according to the SMART system, the goal should not only be limited in time, but also correlated with other plans. The chain is as follows: long-term dreams formulate the category of medium-term affairs, and those, in turn, are divided into short-term projects.
If we trace this idea in reverse order, then we can see the path of small steps from today to the big Dream.
SMART goal setting system: examples
As promised, here are a few reference examples that will help you understand the principles of formulating your desires:
- Lose weight from 65 to 60 kg in 100 days
- Achieve $100,000 per month by May 1, 2015
- Write 1 article every day for a quarter
- Relax for two weeks in June 2018 in Italy and visit Rome
- Enter the free department of the Faculty of Engineering of UrFU in 2020
- Learn 500 Spanish words by March 1, 2016
- Buy a new car - a blue hatchback Chevrolet Aveo - by December of this year
- Re-train in SEO with Shakhov - no later than this summer
- Read and implement all blog articles on the site - by September 1, 2018.
- Read once a week one developmental book on coaching, psychology, time management for six months.
SMART cheat sheets in pictures
Questions for formulating SMART goals
Correct goal setting according to the SMART system
