Half the battle of accomplishing a goal is believing you can. That’s why making objectives achievable is an important part of SMART goals. An achievable goal encourages commitment to the goal. Being committed to the goal drives success.
Whenever you’re setting a goal, making the goal relevant to your bigger mission ensures that you’re heading in the right direction. That’s part of SMART goal setting.
Links to six articles on leadership and teams that were published in September 2010.
Your first job as a leader is to help the team envision their goal. That means giving them a detailed, focused picture of what they should achieve.
If your team has only one highest-priority request to work on, you’re lucky. More than likely you and your team have multiple top priority goals begging for your attention.
If you make all your goals timely, by giving them a deadline, you can use those deadlines to decide which goal your team should work on right now.
Quick intro: this is one in a series about SMART goals. Imagine a Vice President gives your team a new goal at work: “increase sales of our products.” The team jumps right in, and starts brainstorming new sales promotions. A few months later, after lots of incredible teamwork, sales are up 15% over last year. …
One of the advantages of a measurable SMART goal is the milestones that help you measure your progress towards your goal.
When you set goals, they should be Specific, Measurable, Achievable, Relevant, and Time-bound (SMART). Here’s a description of each of those characteristics.
But are SMART goals really so smart? Let’s look at the alternative.