Rules For Writing Smart Goals

Goals are useful tools, but to be most effective, they have to be shaped and molded. Some interpretation of the guidelines is required in order to achieve this. Let's explore the subject a bit more and look at a resource or two to see if we can get clear on this.

Rules For Writing SMART Goals

The requirements are "specific, measurable, attainable (or achievable), realistic (or relevant), and time bound (sometimes referred to as "timely").

Having worked for several large companies, I've been tasked with writing SMART goals many times, and been through a number of training sessions on how to write them. There are other alternative words and definitions for each of these requirements, but I prefer the ones below...

• Specific -- If your goal is too general, it won't have focus. It will also be difficult to measure (the second requirement), and have less impact.

  The more specific the goal, the easier it will be to understand what it is you need to do in order to accomplish it.

  Your goal, therefore, should be specific, and be phrased as though it will happen. For example, if we take weight loss, instead of saying I want to be thin, you'd say I will lose 10 lbs. (that's still not the complete goal, but it's a start).

• Measurable -- If you can measure it, you can track it. If you can track it, you can improve upon it. In the weight loss example, if you just say I want to lose weight, that's not enough.

  You have to be able to measure success (or the lack thereof). So, pick a number and stick to it. The bottom line here is that if you can't measure it, then how do you know how well you're doing, and what to do to change the results? You don't.

• Attainable (Achievable) -- This is one that I think is misunderstood. You should aim high. But aiming too high is not going to help you.

  Why? Well, if you're trying to lose 50 lbs. by next week, that's probably not going to happen. Your motivation, and your results, will be better served by setting a goal of losing 5 lbs. per week until you've reached the 50 lb. mark.

  I'm not suggesting that you abandon an objective of losing 50 lbs. I'm simply saying that if you choose an unachievable goal, you're setting yourself up for failure.

  If you want to become a famous actor, how likely is it that you're going to be able to do that by appearing in a small play, playing a small role?

  Unlikely. But, it's a start. You may have to move to London, or New York, or Los Angeles if you want to become famous, so adjust your goals and your plans accordingly.

• Realistic (Relevant) -- A goal might be attainable, but just because you can achieve something that doesn't mean that you should.

  You have to do a reality check. It can be difficult to envision how a goal could be attainable but not realistic, so let's try a few examples to make it clearer.

  Let's say that you want to spend a month in a foreign country. That might be attainable, but if it means you're going to lose your job, you might want to rethink things.

  If you want to gain 50 lbs. of muscle, but it means taking steroids, you might want to rethink that one as well. Instead of cutting out all sugar all at once, do it gradually.

  The "R" sometimes stands for Relevant rather than Realistic. This may or may not be a better parameter to use for your goals, depending upon the circumstances.

• Time bound -- Time bound, or timely, as it's sometimes referred to, is pretty straight forward. This is basically referring to the fact that you need to place a deadline or completion date on your accomplishment.

  Without a deadline to keep you in line, your power to accomplish is diminished.

  In our weight loss example, I will lose 10 lbs. becomes I will lose 10 lbs. by February 1. More examples would be I will write 3 pages for my book each week, I will walk 5 miles every day, and so on.

To gain some more perspective, here's a reference on effective goal setting from Yale University Human Resources. They break down each of the S.M.A.R.T. components and use several descriptive phrases to help further define each one.

They use "specific, measureable, achievable, relevant, and time framed" as the actual terms.

• They describe "specific" in part, as "easy to understand."

• "Measureable" refers to how we define success for this goal.

• "Achievable" takes into account skills and available resources.

• "Relevant" ensures alignment with mission, which in the case of personal goals would relate to a personal mission statement rather than an organizational one. The principal is the same.

• "Time Framed" includes a "beginning and end date."

I take a pragmatic approach, so I think a key point to grasp in writing SMART goals is that the "rules" are somewhat malleable, and adapting the system to suit your needs and style may take a bit of work and ingenuity.

Sites And Resources

Practice makes perfect (but only if it's perfect practice). Use our goal setting form to submit your goals and share them with other readers.

The Happy Manager - a growing collection of resources for all managers who wish to become happier at work, and for those who are already well on their way. It's packed with free information and tools, all designed to help you find happiness in the workplace and in life.

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