• SMART Goals 

What are goals? 

Goals future long or short term achievements, you determine the time for your goals it depends on the size and the work and efforts it will require, some of them just require months to reach and some other requires years. Goals are the first step towards planning for the future and a fundamental role in the development of skills in several stages of life. For reaching these goals we need to have a plan with strategies and techniques to make them real in a successful way. 

Why set goals? 

Every one of us spend countless hours to think about our past, present life and future, but with the past we cannot do something about, the only time we can do something is the present and future. We have the present to start planning and thinking about our next goals so may we can reach them in the future. Almost everyone wishes to change our lives. Whether is it health, family life, friendship, financial, professional, and others. We all want to change something or many things. The very first step is to set goals. 

Setting goals gives you vision long term and short term motivation. When you set these goals make sure you feel motivated by them. Motivation is key to achieving goals. 

Set goals that relate to the high priorities in your life. Without this type of focus, you can end up with far too many goals. Another important key for success in goals is commitment and keep committed along the whole course. You need to feel a sense of need and urgency and have an I must do this, attitude. When you don't feel this way probably you will end up unmotivated and frustrated, without completing your goals. 

SMART Goals 

SMART Goals are statements of the important results you are working to accomplish. Remember, goals are intended to focus attention and resources on what is most important so that you can be successful in achieving your priorities. SMART Goals are goals for your day-to-day job. 

Common types of goals are to: 

• Increase something 
• Make something 
• Improve something 
• Reduce something 
• Save something 
• Develop someone- Yourself for example 

The simple fact is that for goals to be powerful, they should be designed to be SMART. There are many variations of what SMART stands for, but the essence is goals should be: 

How to write a SMART Goal:

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. Milestones are a series of steps along the way that when added up will result in the completion of your main goal.

• As the “M” in SMART states, there should be a source of information to measure or determine whether a goal has been achieved. 
• The M is a direct (or possibly indirect) indicator of what success for a particular goal will look like. 
• Sometimes measurement is difficult and managers and employees will need to work together to identify the most relevant and feasible data sources and collection methods. 
• Data collection efforts needed to measure a goal can be included in that goal’s action plan. 
• Even if a perfect, 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 (client testimonials, surveys, etc.).

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, 
• if you have the tools/skills needed, 
• if not, 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 program or service, it should be something that’s in alignment with the overall business/department objectives. Your team may be able to launch a new program, but if your division is not prioritizing launching that type of new programs, 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 deliverables 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. 


References:
University of California. SMART Goals: A How to Guide. [Online]. https://www.ucop.edu/local-human-resources/_files/performance-appraisal/How%20to%20write%20SMART%20Goals%20v2.pdf