Difference between revisions of "SMART goals"
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| − | The quality of goals can be measured using the SMART criteria. SMART is an abbreviation, and the letters are used in several ways depending on the authors. We have selected one of the most common interpretations and give some hints to alternatives as well. Sometimes, even more than the five SMART criteria are used, leading to the word SMARTER. | + | __NOTOC__ |
| + | The quality of goals can be measured using the SMART criteria. SMART is an abbreviation, and the letters are used in several ways, depending on the authors. We have selected one of the most common interpretations and give some hints to alternatives as well. Sometimes, even more than the five SMART criteria are used, leading to the word SMARTER. | ||
| + | <div id="specific"></div> | ||
==== Goals must be Specific ==== | ==== Goals must be Specific ==== | ||
Alternatives: '''R'''ecorded, '''T'''angible<br/> | Alternatives: '''R'''ecorded, '''T'''angible<br/> | ||
A ''specific'' goal is clear and unambiguous. It states ''what'' is expected, ''why'' is it important, ''where'' does it happen, ''who'' is involved, and ''which'' properties are important. A good way to be specific is using an image of the goal. | A ''specific'' goal is clear and unambiguous. It states ''what'' is expected, ''why'' is it important, ''where'' does it happen, ''who'' is involved, and ''which'' properties are important. A good way to be specific is using an image of the goal. | ||
| − | Make your goals '''concrete'''. When you set up goals, you can, for example, decide which grade level you want to achieve, how much time you will spend | + | Make your goals '''concrete'''. When you set up goals, you can, for example, decide which grade level you want to achieve, how much time you will spend each day to study and what to prioritise. |
| + | <div id="measurable"></div> | ||
==== Goals must be Measurable ==== | ==== Goals must be Measurable ==== | ||
| − | Alternatives: | + | Alternatives: '''R'''esult-based, '''T'''raceable<br/> |
A ''measurable'' goal has concrete criteria for measuring progress. These can be quantitative or qualitative criteria. The measuring helps tracking status and evaluating the distance to the goal. Quantitative criteria help tracking status. Qualitative criteria help to trace process and direction. | A ''measurable'' goal has concrete criteria for measuring progress. These can be quantitative or qualitative criteria. The measuring helps tracking status and evaluating the distance to the goal. Quantitative criteria help tracking status. Qualitative criteria help to trace process and direction. | ||
| + | <div id="attainable"></div> | ||
==== Goals must be Attainable ==== | ==== Goals must be Attainable ==== | ||
| − | Alternatives: | + | Alternatives: '''A'''chievable, '''R'''ealistic, '''S'''ustainable, '''M'''anageable, '''R'''easonable<br/> |
| − | An | + | An ''attainable'' goal is achievable for the involved person(s). This depends on the involved people and their previous achievements, as well as on the time-frame of the goal. This way, the goal is not extreme. This criterion leads directly into the [[tasks|planning phase]]. |
| + | <div id="relevant"></div> | ||
==== Goals must be Relevant ==== | ==== Goals must be Relevant ==== | ||
| − | Alternatives: | + | Alternatives: '''A'''greed, '''A'''ligned, '''E'''thic, '''S'''ignificant, '''M'''otivational, '''M'''eaningful, '''A'''mbitious<br/> |
| − | A | + | A ''relevant'' goal matters for the involved person(s) and avoids taking goals that are too easy. A relevant goal is worthwhile, requires effort, comes at the right time, and fits you/the team. This way, you feel ownership, you experience positive feelings, and you feel responsibility for reaching it. Finally, a relevant goal is also ethic, that is it meets your moral standards. |
| + | <div id="timebound"></div> | ||
==== Goals must be Time-bound ==== | ==== Goals must be Time-bound ==== | ||
| − | Alternatives: | + | Alternatives: '''T'''ime-based, '''T'''imed<br/> |
| − | A | + | A ''time-bound'' goal is put within a time-frame, establishing a sense of urgency and giving a target date. That helps to [[focus]] the efforts. This way the goal survives the day-to-day crises that invariably arise. Again, this criterion leads directly into the [[tasks|planning phase]]. |
==== Good goals or Should goals ==== | ==== Good goals or Should goals ==== | ||
| − | SMART goals have a personal touch. The criteria A (achievable) and R (relevant) are personal. They distinguish between | + | SMART goals have a personal touch. The criteria A (achievable) and R (relevant) are personal. They distinguish between ''good goals'' and ''should goals''. |
If you look at others for the goals, then you often end up with should goals. You feel obliged to take this goal because others have set similar goals, others expect this from you, or it fits the trend, your career, your status. A good goal is something you desire and burn for, something compelling, exciting, thrilling and scary. Such a goal will create change take you out of your comfort zone. | If you look at others for the goals, then you often end up with should goals. You feel obliged to take this goal because others have set similar goals, others expect this from you, or it fits the trend, your career, your status. A good goal is something you desire and burn for, something compelling, exciting, thrilling and scary. Such a goal will create change take you out of your comfort zone. | ||
==== External links ==== | ==== External links ==== | ||
| − | + | * [http://en.wikipedia.org/wiki/SMART_criteria A description of the SMART criteria on Wikipedia] | |
| − | + | * [http://www.projectsmart.co.uk/smart-goals-objectives.php Resources on SMART Goals and Objectives from The Smart Project] | |
| − | + | * [http://www.projectsmart.co.uk/how-to-write-a-smart-goal.php How to write SMART goals from a business perspective?] | |
| − | + | * [https://www.youtube.com/watch?v=k9TuE4--IuY How to write SMART goals from a health care perspective?] | |
| − | + | * [https://www.youtube.com/watch?v=YmOS3dj9h0s How to write SMART goals from an informal (exercise) perspective?] | |
| − | + | ||
| − | + | ||
Latest revision as of 21:09, 11 February 2023
The quality of goals can be measured using the SMART criteria. SMART is an abbreviation, and the letters are used in several ways, depending on the authors. We have selected one of the most common interpretations and give some hints to alternatives as well. Sometimes, even more than the five SMART criteria are used, leading to the word SMARTER.
Goals must be Specific
Alternatives: Recorded, Tangible
A specific goal is clear and unambiguous. It states what is expected, why is it important, where does it happen, who is involved, and which properties are important. A good way to be specific is using an image of the goal.
Make your goals concrete. When you set up goals, you can, for example, decide which grade level you want to achieve, how much time you will spend each day to study and what to prioritise.
Goals must be Measurable
Alternatives: Result-based, Traceable
A measurable goal has concrete criteria for measuring progress. These can be quantitative or qualitative criteria. The measuring helps tracking status and evaluating the distance to the goal. Quantitative criteria help tracking status. Qualitative criteria help to trace process and direction.
Goals must be Attainable
Alternatives: Achievable, Realistic, Sustainable, Manageable, Reasonable
An attainable goal is achievable for the involved person(s). This depends on the involved people and their previous achievements, as well as on the time-frame of the goal. This way, the goal is not extreme. This criterion leads directly into the planning phase.
Goals must be Relevant
Alternatives: Agreed, Aligned, Ethic, Significant, Motivational, Meaningful, Ambitious
A relevant goal matters for the involved person(s) and avoids taking goals that are too easy. A relevant goal is worthwhile, requires effort, comes at the right time, and fits you/the team. This way, you feel ownership, you experience positive feelings, and you feel responsibility for reaching it. Finally, a relevant goal is also ethic, that is it meets your moral standards.
Goals must be Time-bound
Alternatives: Time-based, Timed
A time-bound goal is put within a time-frame, establishing a sense of urgency and giving a target date. That helps to focus the efforts. This way the goal survives the day-to-day crises that invariably arise. Again, this criterion leads directly into the planning phase.
Good goals or Should goals
SMART goals have a personal touch. The criteria A (achievable) and R (relevant) are personal. They distinguish between good goals and should goals.
If you look at others for the goals, then you often end up with should goals. You feel obliged to take this goal because others have set similar goals, others expect this from you, or it fits the trend, your career, your status. A good goal is something you desire and burn for, something compelling, exciting, thrilling and scary. Such a goal will create change take you out of your comfort zone.
