Goals: Never Be Satisfied
Do you get overwhelmed at the workplace or in your business? Do you struggle to boost your team's productivity?
The secret to reduce common project challenges is to set specific goals. I recently read that what are better than specific goals are S.M.A.R.T. goals. S.M.A.R.T. goals are designed to provide structure and guidance throughout a project, and better identify what you want to accomplish. This method is especially effective in helping employees and team members set goals that align with company and team. This applies also with those are home business owners.
What Are S.M.A.R.T. Goals?
S.M.A.R.T. goals are a some-what new idea. In 1981, George T. Doran published a paper called, “There’s a S.M.A.R.T. Way to Write Management’s Goals and Objectives.” In the document, he introduces S.M.A.R.T. goals as a tool to create criteria to help improve the chances of succeeding in accomplishing a goal.
The acronym stands for:
S – Specific
When setting a goal, be specific about what you want to accomplish. Think about this as the mission statement for your goal. This isn’t a detailed list of how you’re going to meet a goal, but it should include an answer to the popular ‘w’ questions:
- Who – Consider who needs to be involved to achieve the goal (this is especially important when you’re working on a group project).
- What – Think about exactly what you are trying to accomplish and don’t be afraid to get very detailed.
- When – You’ll get more specific about this question under the “time-bound” section of defining S.M.A.R.T. goals, but you should at least set a time frame.
- Where – This question may not always apply, especially if you’re setting personal goals, but if there’s a location or relevant event, identify it here.
- Which – Determine any related obstacles or requirements. This question can be beneficial in deciding if your goal is realistic. For example, if the goal is to open a baking business, but you’ve never baked anything before, that might be an issue. As a result, you may refine the specifics of the goal to be “Learn how to bake in order to open a baking business."
- Why – What is the reason for the goal? When it comes to using this method for employees, the answer will likely be along the lines of company advancement or career development.
M – Measurable
What metrics are you going to use to determine if you meet the goal? This makes a goal more tangible because it provides a way to measure progress. If it’s a project that’s going to take a few months to complete, then set some milestones by considering specific tasks to accomplish.
A – Achievable
This focuses on how important a goal is to you and what you can do to make it attainable and may require developing new skills and changing attitudes. The goal is meant to inspire motivation, not discouragement. Think about how to accomplish the goal and if you have the tools/skills needed. If you don’t currently possess those tools/skills, consider what it would take to attain them.
R – Relevant
Relevance refers focusing on something that makes sense with the broader business goals. For example, if the goal is to launch a new product, it should be something that’s in alignment with the overall business objectives. Your team may be able to launch a new consumer product, but if your company is a B2B that is not expanding into the consumer market, then the goal wouldn’t be relevant.
T – Time-Bound
Anyone can set goals, but if it lacks realistic timing, chances are you’re not going to succeed. Providing a target date for your goal is imperative. Ask specific questions about the goal deadline and what can be accomplished within that time period. If the goal will take three months to complete, it’s useful to define what should be achieved half-way through the process. Providing time constraints also creates a sense of urgency. This allows you to break you goal into a daily plan based on the date you want to achieve it. This process is called chunking.
You probably have some of these goals in your head at this very moment. I suggest that you write them down before you forget.
Now, the title of this article is Goals:Never be Satisfied. The next question is what you do after you have achieve this goal. Remember, just like everything else in business, S.M.A.R.T. goals can change. Someone might ask you to write a SMARTER Goal. This acronym adds Evaluate and Re-Do. The idea behind this is you should constantly be evaluating your goals and re-setting them as needed. Company directions change, personal goals evolve, so maybe a goal you set six months ago may no longer makes sense. This doesn't mean you quit, you just evaluate where you are in your plan and Re-do (again take action).
Once you achieve your goal, now set a new one. Never settle for anything less than everything. I am not speaking of a manner of greed, yet reach every goal possible to Honor our Lord. With this mindset, you will always be moving forward.
If you are looking for help to reach your S.M.A.R.T. GOAL, CLICK HERE