If you are familiar with SLII®, our company’s leadership model for powering inspiring leaders, you know that effective SLII® leaders are highly skilled in the two primary areas of leadership behavior: Directive and Supportive.
We define Directive leadership behaviors as “actions that shape and control what, how, and when things are done” and Supportive leadership behaviors as “actions that develop mutual trust and respect, resulting in increased motivation and confidence.”
In my last blog post, I wrote about Listening, a Supportive behavior. This time I’ll be refreshing your outlook on Setting SMART Goals, a Directive behavior.
What is a SMART Goal?
The concept of SMART goals has been around for decades. Different people and organizations may have slightly different ways of explaining the letters in the SMART acronym. Our twist on this familiar concept is the order in which you should write the goals, which is: S, then T, then R, A, and M. I’ll explain as we continue.
S is for Specific. A goal should state exactly what you want to accomplish and when you want to accomplish it.
T is for Trackable and Timebound. Performance standards, including a timeline, must be in place to enable frequent tracking of each goal. Are you making observable progress toward goal achievement? What will a good job look like?
So first, you decide exactly what you want to achieve—S—and then determine how you are going to track or measure progress toward goal accomplishment—T.
Once the S and T are in place, use the other three SMART criteria—the R, A, and M—to check if the goal is truly SMART.
Relevant. Is this goal important? Will it make a difference in your life, your job, or your organization?
Attainable. A goal has to be reasonable. It’s great to stretch yourself, but don’t make a goal so difficult that it’s unattainable or you will lose commitment.
Motivating. For you to do your best work, a goal needs to tap into either what you enjoy doing or what you know you will enjoy doing in the future.
Example #1: A Personal Goal
The first example is from the book Fit at Last: Look and Feel Better Once and for All, which I wrote with Tim Kearin, my good friend and personal trainer. Although my initial goal wasn’t exactly SMART, it was specific: I envisioned going to my 50th class reunion at Cornell and hearing my classmates say, “You’re looking good!” My less critical goals were to be able to do the limbo and to learn how to tap dance. (Again, maybe not so SMART.)
Fortunately, Tim helped me write the following goal. It’s rather long but it is SMART and, I’ll admit, a big improvement over the goals I had written.
SMART Goal: In one year, through an effective eating plan and exercise program with guidance, support, and progress tracking from Tim Kearin, I will weigh less than 200 pounds. I will gain 1 inch in height through posture-specific exercises, reduce my neck circumference and chest circumference by 1 inch, reduce my waist measurement by 5 inches and my hip measurement by 4 inches—and get rid of my “fat pants”.
This goal is Specific (we knew what we wanted to happen and by when); Trackable/Timebound (I knew Tim would keep great records and set a reasonable deadline for completion); Relevant (health is more important than almost anything else in life); Attainable (I knew I needed help and Tim was the perfect trainer for me, and our numbers were realistic); and Motivating (I looked forward to feeling better, looking better, living longer, and having healthy numbers for future doctor visits).
Example #2 – Career-Related Goal
The second example is taken from a recent Indeed.com article and involves a person with their eye on a promotion.
SMART Goal: I will earn a promotion to senior customer service representative by completing the required training modules in three months and applying for the role at the end of next quarter.
This goal is Specific (the person knows exactly what they want and when); Trackable/ Timebound (completing training in three months and applying for job the following quarter); Relevant (important to rise to a new level and make a difference in income and stature); Attainable (training first will provide skills to qualify them for the promotion); and Motivating (exciting career move, new challenge, higher pay).
Example #3: An Organizational Goal
The third example of an effective SMART goal is taken from FitSmallBusiness.com regarding employee training.
SMART Goal: Confirm that 90% of team members have completed new inventory management software training by the end of third quarter.
This goal is Specific (the company knows exactly what they need and when they want it); Trackable/Timebound (90 people will need to complete training, deadline set for end of third quarter); Relevant (important for entire team to merge together to new platform, which is more efficient than current platform); Attainable (majority of people have completed training, which is web-based and easily accessible); and Motivating (eager for better overall productivity, motivated to get the rest of the team trained).
Remember—all good performance starts with clear goals. If you don’t know what you want to accomplish, there is very little chance you will get there. So whether it’s for your personal life, your work life, or your organization, make every goal a SMART goal. It’s the best way to ensure success!