Goals and objectives form the foundation of effective planning. As the Cheshire Cat told Alice, “If you don’t know where you’re going, any road will take you there.” This reflects how many of us navigate life—going with the flow and accepting wherever we end up. While that can sometimes lead to pleasant surprises, it often results in outcomes that don’t align with our desires.

We can approach our goals more intentionally. The first step in effective planning is clearly defining what we want to achieve. The way we articulate our goals plays a crucial role in our ability to reach them.

By applying the SMART framework, you can enhance your goal-setting process and increase your chances of success.

A SMART goal is Specific, Measurable, Attainable, Relevant and Time-framed.

Specific

 

·       A SMART goal describes a specific, observable action or behavior using action verbs and defines “what has to be done?”

·       Does it relate to my job?

·       What am I going to achieve as a result of this target?

·       Does it relate to the departmental plan?

·       Does it clearly define the function to be performed?

Measurable

 

·       Outcomes or end results in qualitative or quantitative terms. 

·       Can the result be easily defined or measured? 

·       How can I check/observe progress and verify outcomes?

·       Can the limits and parameters of the goal be defined?

·       How will I know when the target is met?

Attainable

 

·       Goals are within reach – both realistic and reasonable given the required skills and resources are provided.

·       How difficult will it be to achieve this goal?

·       What would prevent this goal from being achieved?

·       Is it realistic in terms of my knowledge, experience and skills and/or what resources will I need to achieve the goal?

·       Is it within my control?

Relevant

 

·       A SMART goal is relevant to individual responsibilities, departmental goals and the strategic direction of the organization.

·       Does this goal make sense considering my job description and daily responsibilities?

·       Does this goal address the needs of the organization?

·       Why is this goal important to the organization?

Time-framed

·       SMART goals have specific target dates, frequencies or deadlines.

·       Is there an end date, deadline, and/or milestone for the result?

·       How long will it take to achieve this goal?

·       Are there progress review check points?
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