Setting SMART Goals

Identify 4-5 key goals. Using the guide on the next page, evaluate whether your key goals/responsibilities are SMART or not:

1.

2.

3.

4.

5.

 

SMART Not SMART

M Measurable: With measurable outputs defined according to criteria (quantity, quality, time)

S Specific:

A Attainable:

R Relevant:

T Time Bound:

With clearly stated and defined actions

Achievable and realistic

Aligned to the business needs

Within a clear time-frame

• Specific means the objective is concrete, detailed, focused and well defined

• Contains an action verb that leads to a specific outcome

• Defines some or all of the following:

Who? What?Where? When?Which? Why?

S Questions to Consider…

• WHO needs to be involved?• WHAT needs to be

accomplished?• WHERE will this happen?• WHEN does this need to

happen?• WHICH strategies will be

used?• WHY is accomplishing this

goal necessary?

• Establish concrete criteria for measuring progress toward attainment of the goal

• Measures should inspire, encourage and motivate

• Measurements help you and others recognize when objectives have been accomplished

• What is not measured, can’t be managed

• As changes occur, interim measures may be necessary

M

Questions to Consider…

• How many measurements are needed?

• How will I know when measurements have been achieved?

• Can objectives be met given the changes in circumstances?

• Purpose of achieving goals is to inspire & motivate

• Objectives should stretch & challenge your capabilities, but must also be within your reach

• Opportunities to develop attitudes, abilities, skills and capabilities to accomplish the goal must be considered

• Objectives must not stretch you to the point of frustration or loss of motivation

A Questions to Consider…

• Can this be done in the proposed time frame?

• Do I understand the limitations and constraints?

• Is this possible if I fully apply myself and my resources?

• Relevant goals represent an objective toward which you are able & willing to work

• Achievement of objectives require resources (e.g. skills, money, equipment) to achieve desired outcomes

• Most objectives are achievable but may require a shift in priorities to make them happen

R Questions to Consider…

• Do you have the resources available to achieve this objective?

• Do I need to revisit priorities to make this happen?

• Is it possible to achieve this objective?

• Is your goal challenging but within reason?

• The goal should outline consistency, frequency, fairness and timing

• Deadlines should be both achievable & realistic

• Setting deadlines creates sense of urgency and keeps you motivate to take prompt action

T Questions to Consider…

• What information needs to be collected to measure progress?

• When will this objective be accomplished?

• Is the goal time bound? Is there a stated deadline?

• When are the significant milestones due?

Breakdown of Goal– Specific – states the action

(researched marketing approaches and created a list of possible sollutions)

– Measurable – Tracking number of approaches researched and identifying three possible solutions

– Attainable – Time frame noted– Relevant –Researching

marketing approaches and finding solutions are requirements of the position

– Time-Bound – by May 1st

SMART Goal? YES!

By May 1st, I will have researched a variety of marketing approaches and created a list of three possible solutions for the new product launch.

Is this a SMART Goal?

10

Suggested format for creating SMART Goals: By <INSERT DATE – Trackable>, <INSERT WHO> have

<INSERT WHAT – Specific + Action verbs> resulting in or with the result <INSERT RESULTS – Measureable, Achievable, Relevant>

Example of SMART Goal: By end of Q1 2015, all Actavis employees will be trained on

setting SMART objectives, resulting in 100% completion rate of participants entering SMART objectives in the 2015 PMP Process.