SMART Goal SettingSMART goal setting
should be an individual process, but the manager needs to take
an
active role in
guiding and supporting their team members through the process. Here are a few important steps to a successful SMART goal setting process: 1. Explain to your
employees what SMART
Goals
are (specific, measurable, attainable, relevant, timebound), their
purpose and benefits of keeping them focused to reach desired
outcomes. Provide examples of goal statements and smart goals. Share
your goals with them. Give them tips and strategies on how to create
their goal statements: smart, specific, measurable goals always answer
questions as: what do we need to do, how, when, how much etc?
2. Explain the
difference between goals and objectives:
we reach goals
and we do objectives.
Objectives are the means to
accomplishing a goal. Usually it takes several objectives to
reach a goal. All
objectives begin with an action verb.
Goals define outcomes in terms of end products or results and
they act as a point of reference that all our objectives and activities
are on track.
3. Know and
share the goals of the
organization. It's important
to envision and communicate the big
picture to all
members of your
team and how their jobs and roles fit into the big picture. This
facilitates an easier and realistic goal setting journey as
well as helps landscape future directions.
4. When setting
smart goals encourage your team members to include personal
goals: as education, skills development and other ambitions on
a
personal level. This would motivate them to achieve goals that benefit
them and the company.
5. Analyze their goals' to determine action steps. Provide reality testing when goals are unrealistic by assessing their capacity and identifying barriers (internal and external). Finally support them into translating their goals into an action plan. The action plan would be the final outcome of the smart goal setting process that would act as a communication and working document and a record of a achievements. It is the compromised and finalized agreement of the goals, boundaries, expected outcomes, timelines, resources, methods to achieve them, benefits, support needed etc. This stage also defines the measurable indicators (qualitative or quantitative). 6. Provide them tools as goal setting forms to help structure the process. 7. Monitor the plan periodically. Provide more tools and support if needed. Often team members feel overwhelmed and may demonstrate side effects as resistance, time management issues etc. Make time management tools and other resources easily available to them. More importantly: Celebrate success! Related Articles: SMART
Goals
Goal Setting Tips Goal Setting Forms Other Interesting Resources: SMART Goal Setting Tips Return from SMART Goal Setting to SMART Goals Home |
Outstanding Leaders consider themselves a work in progress Dr Franklin C. Ashby
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