SMART Goals
SMART is an approach for setting objectives or goals. SMART stands for Specific, Measurable, Achievable, Relevant, and Time-Bound.
Here’s a breakdown:
- Specific – Goals should be specific.
- Measurable – Goals should have concrete criteria for measuring progress.
- Achievable – Goals should be realistic and attainable given your resources and constraints.
- Relevant – Goals should align with your broader objectives and be worthwhile.
- Time-Bound – Goals should have a deadline or time frame.
The results
- Clearly defined goals
- A performance baseline to track progress against
When to use it
Business Planning: When setting overarching organisational goals
Project Management: When initiating projects, and outlining key objectives
Goal Setting: When creating targets for personal or team achievements
Strengths
Simple & easy to understand
Commonly used
Encourages accountability
Weaknesses
Can be difficult to apply in practice
Risk of high administration effort tracking goals
Can drive perverse behaviours
Can encourage short-term thinking
How to use it?
What do I need to start?
Insights relevant to the objectives. For example:
- Current performance data
- Strategic priorities
How to use it?
Who to involve?
SMART goals can be defined alone or with a team. Consider involving:
- People who have an interest in the outcome or can influence the success
- People responsible for implementing the necessary work to achieve the goal
Step by step
1
Outline the purpose
Identifying the purpose for setting the goal. The purpose should align with broader organisational priorities.
2
Reflect on current performance & brainstorm objectives
Analyse current performance. This helps identify gaps or areas that need improvement and sets a realistic starting point for progress.
Brainstorm goals which may support improved performance.
Evaluate the ideas, and reflect on what will make the most impact.
3
Define SMART Goals
Work through the smart goal criteria. Goals may take time to define and refine.
Define specific goals
Clearly state what the organisation wants to accomplish. Use precise language to avoid ambiguity. For example: “Increase monthly sales by 15% in the X region”
Ask questions like:
- What exactly does the organisation want to achieve?
- Who is involved in this goal?
- Can we make this goal more specific?
Outline how the goals will be measured
Establish criteria for measuring progress towards the goal and determine how success will be tracked and quantified. Be sure to consider how much effort the goals will be to measure.
Ask questions like:
- How will the organisation determine when the goal is accomplished?
- What metrics will be used use to track progress?
- How feasible is it to measure progress towards the goal?
Reflect on if the goal is achievable
Reflect if the goal is realistic and attainable given the organisations current performance, capabilities and resources.
Ask questions like:
- How is the organisation performing currently?
- Does the organisation have the necessary resources and skills to achieve this goal?
- How realistic is the goal considering current organisational performance?
- How realistic is the goal considering constraints, such as budget and time?
Ensure the goal is relevant
Outline how the goal aligns with broader business objectives and long-term aspirations.
Ask questions like:
- How does this goal align with the overall strategy?
- Is this the right time to pursue this goal?
Define when the goal should be achieved by
Set a clear timeframe for achieving the goal
4
Identify an owner
Assign a specific person or team to be responsible for the goal.
Clarify roles, responsibilities, and accountability for achieving the goal. Consider using RASCI