Define SMART goals: how to set goals and achieve success - Emptor

Goals are fundamental to achieving success. Without clear goals, you don’t know where you want to go and it’s harder to organize your path. That’s why defining SMART (specific, measurable, achievable, relevant, and time-bound) goals is a good idea.

With this methodology, you can set realistic goals and take advantage of all the benefits they offer: greater clarity, better focus, and more motivation to achieve your objectives. Do you want to know how to define SMART goals? Here’s how:

Where to Start

Start by thinking about all your work and the broad areas of responsibility, basically the results you are responsible for.
Develop a goal statement for each area. To get the right scope, remember to focus on the final results, not the tasks.
The goals should be high enough to encompass the key results that each area is responsible for, but specific and clear enough that you can measure success.
The goals should be ongoing job responsibilities and any new projects, assignments, priorities, or initiatives that are specific to this performance cycle.
Having too many goals can be an indicator that your goals are too low in scope. They focus more on tasks than on final results.
If your goals seem to be becoming too numerous and task-oriented, it may be helpful to consider combining several goal statements into a broader area of results.

Defining Your Goal

When setting a goal, be specific about what you want to achieve. Think of this as the mission statement of your goal. This is not a detailed list of how you will accomplish a goal, but you should include an answer to the following questions:

Who: consider who needs to be involved to achieve the goal (this is especially important when working on a group project).
What: Think exactly what you are trying to achieve and be very detailed.
When: You must set a timeline.
Where: This question may not always apply, especially if you are setting personal goals, but if there is a relevant location or event, identify it.
Why: What is the reason for the goal?

In addition, you must be completely clear that you must include the following:

1. Specificity

The more concrete and detailed your goal, the better.

What do you want to achieve?
Why do you want to achieve it?
What do you want to achieve it for?
What teams are involved?
When should it be achieved?
What obstacles will those teams face?

This way you can focus and know exactly what you want to achieve.

2. Measurability

A goal is not very useful if you can’t measure it.

As the “M” in SMART says, there must be a source of information to measure or determine if a goal has been achieved.
The “M” is a direct (or possibly indirect) indicator of how the success of a particular goal will be.
Sometimes measurement is difficult and managers and employees will have to work together to identify the most relevant and feasible data sources and collection methods.
The data collection efforts needed to measure a goal can be included in the action plan for that goal.
Even if a perfect and direct measurement source is not immediately feasible for a given goal, the discussion about the desired end result (why this goal is important) and what the measurement options are (what success might look like) is an important and valuable part of performance planning.
Measurement methods can be both quantitative (productivity results, money saved or earned, etc.) and qualitative (customer testimonials, surveys, etc.).

So be sure to set quantifiable goals so you can monitor progress and know if you’re moving forward or not.

We suggest you read: SOSTAC Planning Model for Successful Marketing Campaigns

3. Achievability

Your goals should be challenging but also realistic.

Define how to achieve the goal.
Check if you have the necessary tools/skills.
If not, consider what would be needed to achieve them.

4. Relevance

Your goals must be aligned with those of your company or project. This way you can ensure that your effort will have a real and significant impact.

Relevance refers to focusing on something that makes sense with the broader business and organizational goals. For example, if the goal is to launch a new program or service, it must be something that aligns with the overall goals of the company/department. Your team may be able to launch a new program, but if the division does not prioritize the launch of that type of new program, then the goal would not be relevant.

5. Timeliness

It is important to set deadlines for your goals. This way you can create a sense of urgency and prevent them from becoming just a to-do list.

Anyone can set goals, but if they lack a realistic timeline, they are likely to fail. It is imperative to provide a target date for deliverables. Ask specific questions about the deadline for the goal and what can be achieved within that timeframe. If the goal will take three months to complete, it is useful to define what should be achieved halfway through. Providing time constraints also creates a sense of urgency.

Remember that SMART goals are a very useful tool, but you shouldn’t obsess over them. The important thing is that you have clear and defined goals for your project, so that you can move towards success.

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