Goals are an integral part of every aspect of business and life. One approach used for setting goals is SMART goals. SMART is a mnemonic abbreviation that provides criteria to guide the setting of goals and objectives that are believed to produce better results, such as in project management, employee performance management, and personal development. The abbreviation SMART consists of the first letters of the English words Specific, Measurable, Achievable, Relevant and Time-bound. The SMART goals were first outlined in 1981 by George T. Doran in volume 70, issue 11 of Management Review.

 

 

SMART goals:

 

Specific - concrete, that is, well defined, clear and unambiguous;

Measurable - measurable, that is, consisting of specific criteria that measure your progress towards achieving your goal;

Achievable - i.e. attainable, possible;

Relevant - i.e. real, and relevant to your life purpose;

Time-bound - that is, can be carried out within a well-defined time frame, including start and end dates.

 

I. Specific SMART goals

Goals that are specific are significantly more likely to be met. Five questions should be considered in order to specify the objectives:

1. Who?: Who will deal with this goal?
2. What?: What do I want to achieve?
3. Where?: Where should this goal be achieved?
4. When?: When do I want to achieve this goal?
5. Why?: Why do I want to achieve this goal?

For example, a common goal would be "I want to get in shape." A more specific goal would be "I want to get a gym membership at my local community center and work out four days a week to get fitter."

 

II. Measurable SMART goals

SMART goals should have specific criteria for measuring progress. If there are no benchmarks, you will not be able to determine your progress and whether you are on track to reach your goal. To make a goal measurable, consider these questions:

1. How much?
2. How can I determine if I have reached my goal?
3. What is my growth rate?

For example, based on the specific goal above: I want to get a gym membership at my local community center and work out four days a week to get fitter. I will aim to lose one kilogram each week.



III. Achievable SMART goals

SMART goals should be achievable. This will help you understand how to achieve that goal and move towards it. Consider these questions.

1. Do I have the appropriate resources and capabilities to achieve the goal? If not, what is missing?
2. Have others successfully achieved this goal before?

 

IV. Relevant SMART goals


A SMART goal should be relevant so that the goal can be realistically achieved given the available resources and time. A SMART goal is probably realistic if you believe it can be achieved. Consider these questions:

1. Is the goal relevant and achievable?
2. Is it possible to reach the goal within a certain time frame and with the appropriate resources?
3. Can you make a commitment to achieve your goal?

 

V. Time-bound SMART goals


A SMART goal should be time-bound because the goal has start and end dates. If the goal is not time-bound, there will be no sense of urgency and therefore less motivation to achieve the goal. Consider these questions:

1. Is there a deadline for the target?
2. When do you want to reach your goal?

For example, based on the goal above: On August 1st, I will get a gym membership at my local community center. I will exercise four days a week to be healthier. One kg every week. I will aim to lose weight. By the end of August, four kg during the month. If I lose weight, I will achieve my goal.

SMART goals lead you to success by making your work specific, measurable, attainable, realistic and timely. The SMART method helps you move forward, gives you a sense of direction, helps you organize and achieve your goals.