Best Practice Goal Setting

Best Practice Goal Setting

In line with our goal setting theme this month I thought I would share with you a snippet into Best Practice goal setting.

When creating goals we are often told they should be SMART! We banter this term around and assume everyone is familiar with it, but I would like to quickly summarise what is meant by SMART.

Specific - to clarify how much and by when
Measurable - how will I know when I get there
Attainable - is this reasonable/achievable within time constraints
Relevant - is it worth pursuing, important and worthy
Trackable - can I track progress to end result

Your goals might well fall into two categories that are very different.

1.Strategic (long-term goal) – usually for a month, a quarter or longer.
2.Operational (short-term goal) – a few days or up to a month.

To be most effective your goals should be:

• Established with the involvement and co-operation of the people who will help you carry them out.
• Communicated to the key stakeholders, such as your manager, partner, colleagues and team members. “Keep away from people who try to belittle your ambitions. Small people always do that, but the really great make you feel that you too can become great” Mark Twain
• Clearly defined. The most common error that people make is to launch in to the activities of the goal before clearly defining the end result.
• Passionately pursued. To truly seize the moment, decide when and where you will take each action you want to take.
• Written down. Have a place to keep your goals and document progress towards them.
• Documented and reviewed monthly. Take time each month to document actions and results for each goal. Then, review the goals by creating relevant appointments and tasks to support attaining them.

“The most important key to achieving great success is to decide upon your goal and launch, get started, take action, move.” Brian Tracy