SMARTER goal setting

Setting SMARTER goals

We all know that setting goals helps us on our way to success. It helps us to focus on the essentials and get things done!

But they also need to be of the right quality, providing enough details on what needs to be accomplished and when. To set high quality goals you can use the SMARTER method.

SPECIFIC - What actually needs to be accomplished?

MEASURABLE - How will we measure progress?

ATTAINABLE/ACHIEVABLE - How can goals be accomplished?

RELEVANT/RELATABLE - Does the goal make sense?

TIME-BOUND/TIMELY - Is there a realistic timing?

EVALUATE - How are we progressing?

REWARD/RE-ADJUST - How do we track goals and recognise good performance?

Don't be afraid to be very detailed, this will only support you.

High quality goals:

Please find two examples below on a bad goal and a good goal

Bad goal: Increase website traffic

Good goal: Increase website traffic by 25% by creating 5 extra blog posts per month about venues and activities within the next three months

Bad goal: Follow a training on project management

Good goal: Follow a training on project management, share your learnings with your team and actively apply your learnings in your project about topic X.

Examples of Value goals

Setting goals on the category ' Values - behaviour' can be challenging. This category is all about the HOW, to help increase general positive behaviour, decrease challenging behaviour or use of a replacement behaviour.

It focusses on:

HOW did you come to achieving your goals
What development is required in this HOW

Here are some examples of goals on 'Value - Behaviour' that might help you in setting yours:

Teamwork -> be pro-active during stand-ups and regularly provide feedback on your team members in a constructive way.
Problem solving -> first try to analyse the problem before asking for help. Come with a solution that you believe is best and then reflect on it within your team.
Be remarkable -> think outside of the box.
Positivity -> Focus on what is possible instead of what is not. Show this during meetings.
Leadership -> coach your employees on confidence and presence. Have them be the spokesperson for the department in presentations to other departments.
Change management -> promote change within your team by making the change exiting and compelling by celebrating high and low points collectively.