SMART Goals and Objectives
Contents |
Abstract
SMART Goals is a method for effective setting of goals and objectives, first presented by George T. Doran in 1985, addressing the lack of ability by managers to set goals and objectives. SMART is an acronym for Specific Measurable Assignable Realistic and Time-related. The object is to avoid that goal- or objective setting such as KPI’s are inadequate or indecisive, and therefore impossible to fulfill, but to set goals that can be a framework for an actionplan.
SMART Goals can be used for professionals in a wide range of areas of Project Management, along with also personal goal setting.
The SMART acronym is covering other word-combinations (Active, Achievable, Relevant, Timebound, Timely), but usually the meaning stays the same. Further additions such as SMARTER-acronyms also exists. The SMART Goal setting technique is widely known as a management tool, but is also criticized for its banality and the absence of wisdom behind the goals. Also, used in the wrong way it may lead to setting base-line goals, instead of setting higher goals.
Big Idea
Objectives and goals enables an organisation to focus on problems and give the company a sense of direction [1]. This requires goals and objectives that are meaningful formulated. For that reason, George T. Doran introduced SMART Goals to help corporate officers, managers and supervisors write meaningful objectives.
The Acronym stands for: Specific, Measurable, Assignable, Realistic, Time-related
Specific
Is to target a specific area of improvement [1]. A full description in concrete language of the desired outcome [3].
Measurable
Is to about choosing a quantifiable indicator for progress [1]. The goal needs to be measurable or quantifiable in order to make sure you know when the goal is reached [3].
Assignable
Is to assign an agent to the task [1]. Someone has to do it in order to make the impact.
If the A stand for Achievable or Attainable, this part focusses on a creating a stretch, yet achievable goal. To assess attainability it is here important to agree upon practicalities and ressources needed.[3]
In later versions of the acronym, it is suggested to be achievable, actionable, agreed upon, attainable and action-oriented.
Realistic
Is to state what is realistic to achieve with the assigned ressources. [1]
If the R stands for Relevant, the goal needs to be relevant to the organisations vision and mission.
In later versions of the acronym, it is suggested to be Relevant.
Is to specify when the results can be achieved [1]. A timeframe for the goal or objective specifies when the desired outcome will be. Here it is important to note that large goals may have milestone dates [3].
In later versions of the acronym, it is suggested to be Time-bound or Timely.
Further editions to the acronym
Application
Limitations
Annotated Bibliography
Litterature
1: George T. Doran: http://community.mis.temple.edu/mis0855002fall2015/files/2015/10/S.M.A.R.T-Way-Management-Review.pdf
2: Harvard Business Review: https://hbr.org/2017/01/3-popular-goal-setting-techniques-managers-should-avoid
