Well. Here we are. 80% of new years resolutions have failed by this point of the year. Staggering isn’t it? You were doing so good! Now…disappointed, shameful, regretful, apathetic, justifying. Likely 8 out of every 10 of us are in experiencing this. We torture ourselves through this cycle annually but it’s not too late! There’s still plenty of time! What was your goal? Do you remember? Was it clear? Did you right it down? Was is achievable? One report suggest so many goals fail because we don’t have a good goal. Not good in the sense that “you like it”…but good in the sense that it was more likely to happen. There’s a method to this madness of goal setting and here is one model to consider to approach. S.M.A.R.T. Have you every heard of SMART goals? Many of the corporate types probably have, or maybe you heard about these at a business conference on time but here’s how you can set a goal that might actually happen. SMART stands for something and we figure that if you make a goal this way, it’s much more likely to happen. Try giving this a shot…make your first SMART goal.
1. Specific
Your goal should be clear and specific, otherwise you won’t be able to focus your efforts or feel truly motivated to achieve it. When drafting your goal, try to answer the five “W” questions:
•What do I want to accomplish?
•Why is this goal important?
•Who is involved?
•Where is it located?
•Which resources or limits are involved?
2. Measurable
It’s important to have measurable goals, so that you can track your progress and stay motivated. Assessing progress helps you to stay focused, meet your deadlines, and feel the excitement of getting closer to achieving your goal.
A measurable goal should address questions such as:
•How much?
•How many?
•How will I know when it is accomplished?
3. Achievable/Attainable
Your goal also needs to be realistic and attainable to be successful. In other words, it should stretch your abilities but still remain possible. When you set an achievable goal, you may be able to identify previously overlooked opportunities or resources that can bring you closer to it.
An achievable goal will usually answer questions such as:
•How can I accomplish this goal?
•How realistic is the goal, based on other constraints, such as financial factors?
Tip:
Beware setting goals that someone else has power over. For example, “Get that promotion!” depends on who else applies, and on the recruiter’s decision. But “Get the experience and training that I need to be considered for that promotion” is entirely down to you.
Are you able to achieve your specific goal? After contemplating do you need to adjust your goal? If so what is the adjusted goal? (keep your goal as is if you didn’t need to adjust it)
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4. Relevant
This step is about ensuring that your goal matters to you, and that it also aligns with other relevant goals. We all need support and assistance in achieving our goals, but it’s important to retain control over them. So, make sure that your plans drive everyone forward, but that you’re still responsible for achieving your own goal.
A relevant goal can answer “yes” to these questions:
•Does this seem worthwhile?
•Is this the right time?
•Does this match our other efforts/needs?
•Am I the right person to reach this goal?
•Is it applicable in the current socio-economic environment?
Is your goal relevant? Meaningful to you? If you can’t answer yes to the questions above, how would you rephrase or restate your goal? Do you need to start over?
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5. Time-bound
Every goal needs a target date, so that you have a deadline to focus on and something to work toward. This part of the SMART goal criteria helps to prevent everyday tasks from taking priority over your longer-term goals.
A time-bound goal will usually answer these questions:
•When?
•What can I do six months from now?
•What can I do six weeks from now?
•What can I do today?
We hope this helps your goals this year, especially if you’re in a period of evaluating why your goal didn’t happen. Best of luck!!!
