When I am running a Goals setting session, either in a group or one on one, our time together, usually leads to a SMARTER+ Goals Setting and Actions Orienation conversation.
For those who arent familiar, I have used the ‘New years eve’ analogy. “Hey honey, happy new year – this year I am going to lose 10kg” and of course – Resolutions are made, and goals are set they FAIL.
WHY?
In most cases the principle is easy. The goal was set with the greatest of intentions, however the mental model of commitment and success was not applied.
WHAT?
Goals are an essential piece for growth and motivation, yet goals can also be an incredible source of stress and discontent when you fail to reach them.
So, to maximise these poor outcomes, apply the Mental Model, SMARTER+ Goals Framework.
Best still, commit to converting it from a mental model to an actual written statement of your Goal setting.
Why is it that so many of our goals are never met? Where do we falter?
The fault is not in the actual goals themselves, yet instead, in the way, we set our goals and then never plan to execute them. Setting the goal is only one piece of the puzzle; when merely stating what we want to achieve, we miss a huge part of the process.
A goal properly set is halfway reached.
Zig Ziglar
The SMARTER+ Goals Framework and Action Orientation Mindset provide an excellent framework for your success.
How to Set SMARTER+ Goals
The process of SMARTER+ goal-setting follows the acronym, which stands for Specific, Measurable, Achievable, Relevant, Time-Bound, Evaluate, Reward.
What’s the + (plus) there for?
well, once you have run the SMARTER part of the process, consider what “Stretch” might look like, what is it that will take “Good to Great”. The stretch is a really important element of the psychology of performance.
Begin with the End in Mind
When setting a SMARTER+ goal, you begin not only with the end in mind; the entire process for achieving the goal is discussed, and a realistic plan is put in place.
Working through each of the terms mentioned above, your team will identify precisely what needs to be accomplished, know how to measure success and know when to complete the steps along the way.
Breaking it down:
S – Specific
Specific: What exactly do you want to accomplish? It is best to ‘be precise’ Clarity is critical when setting goals, and the more precise you can be, the better.
- What is the exact thing (that you can measure) that you NEED to accomplish?
- Who is involved in the process?
- Can the NEED be broken down into smaller parts? Detail these out!
- Are there any details that we have missed?
M – Measurable
How will you know when you’ve achieved success? Tracking metrics and KPI’s (Key Practice Indicators) or Objectives and Key Results (OKR’s) make achieving your goals smoother. Remember, in order for your goal to be measurable, you have to know specifically what the “end” is.
- What data (specific numbers, percentages, etc) will help measure progress and success?
- What specific number, percentage, etc. does the team need to hit to achieve this goal?
- If there is no data point associated with this goal, how else can success be tracked and measured?
A – Achievable
While Big Audacious goals sound great, setting huge, unrealistic goals is just setting you up for disappointment. Goals should be big enough to push the team, but not so big that they are just setting the team up for failure.
- Is this goal realistic? in context, is it an incremental goal, or is it groundbreaking goal?
- What has our historic achievement (ie.) growth been in this area?
- Do you have the resources or time to redeploy to reach this goal?
R – Relevant
Does the goal make sense: right time? Every goal set should have a reason behind it. Ultimately, smaller goals should help you achieve larger goals for growth and success. Incremental goals (a day at a time) are better than Big Audacious goals.
- What is the NEED, DRIVER or REASON for setting this goal?
- Does this goal align with our vision and core values?
- What is the motivation behind the goal – does it add/bundle with other current or future goal setting?
T – Time-bound
Parkinson’s Law states that “work expands so as to fill the time available for its completion.” In other words, if you set no time frame for your goals, completing them in a timely manner will become very difficult. All goals should have a starting point, ending point, and set durations.
- What is a realistic timeframe needed to achieve success with this goal?
- Will specific time be set aside to work on this goal?
- Are deadlines established for each task necessary to complete this goal?
E – Evaluate
Goals should not be a “set it and forget it” process. For the best chance at success, continuously evaluate your progress and your goal along the way. This piece is key to help uncover struggles and work through them along the way, rather than waiting to the end and realizing it’s too late to fix them. Consistent evaluation will help the team focus all the way through the process.
- At what point(s) should progress be evaluated. Daily? Weekly? Monthly?
- Do any countermeasures need to be taken to help achieve success?
R – Reward
Celebrating success is important! Make sure you take the time to recognize the efforts through this process and celebrate the successes you have along the way.
- How will you recognize achievement towards the goal throughout the process?
- How will you celebrate once the goal has been achieved?
Setting goals is an important part professional and personal resilience. Combined with an Actions Orientation mindset it is foundational to acheiving lifes greatest successes. I reflect on the saying ‘a journey of a thousand miles starts with one step, but is fulfilled with each and every step, along the way”
You (and your team) can improve day to day performance, work through challenges, and have more predictable and profitable days. Setting and implementing SMARTER+ goals, not simply stating goals, is a key part of the process that will maximize your team’s talents and successes!
