Your Goals Should Always be SMART

By: David Schuchman
      Princeton Technology Advisors, LLC
      Innovative Solutions for Your Growing Business

You prepare goals for many situations. Whether for project management, employee performance management or personal development, use goals to validate a level of achievement and success. In order for a goal to provide value, it must clarify exactly what is expected and identify the measures used to determine if the goal is achieved. Your goals must be SMART!

Specific: Clearly write and define what you are going to do. Your goal must identify what you will accomplish, an expected result, the purpose or benefit, who are involved, where the work will occur, and any external requirements or constraints to consider.

Measurable: When your goal is measurable, you can determine the progress you are making towards its successful completion. It is difficult to stay motivated to complete your goal when it has no milestones to assess your progress.

Achievable: While a goal should make you feel challenged, the goal should not be extreme. Do not set a goal that is out of reach or well above your ability to perform. You must possess the appropriate knowledge, skills, and abilities needed to achieve the goal.

Relevant: Choose a goal that is important to successfully complete. Your goal needs to pertain directly to the performance or challenge you manage.

Time-bound: Give your goal a target date. A commitment to a deadline helps you focus your efforts on the completion of the goal on or before the due date. This is intended to prevent goals from being overtaken by the day-to-day crises that invariably arise, and to establish a sense of urgency.

Setting goals is a powerful way of motivating people and of motivating yourself. SMART goals are effective in providing the details and clarity needed to ensure you complete your goals successfully.