SMART goals - A Project Manager Tool

Abstract

S.M.A.R.T or SMART Goals are a tool for managers to use in order to make their objectives realistic and achievable. SMART is an acronym that most commonly stands for: Specific, Measurable, Achievable, Relevant and Time-bound goals . These are some important parameters to consider when the objectives of a project are being defined. SMART is an effective tool for managers in the initial phases of a project. The goals help in providing clarity, focus and encourage the motivation needed to achieve specific objectives. SMART goals are a significant tool for a manager to use, as clearly defined goals will make work more reliable, consistent and efficient. If everyone in a group can work towards the same realistic and achievable objectives the goals will have a greater chance of being accomplished. However, not all objectives and goals must incorporate all 5 SMART elements. As an example, not everything worth achieving is measurable .

SMART goals are a great tool to utilize as it is easy to use and apply by anyone everywhere. SMART goals are applicable without the use of specialist tools or years of education to everything from your life goals to the creation of a new opera house.

This article will explore how to develop goals that will give you something to work towards as well as presenting you with examples of how to apply SMART goals to your own project.

SMART Goals

SMART is an acronym for one of the most well-known goal-setting techniques and a commonly used tool in performance planning and project management . SMART offers a clear and simple framework on how to successfully achieve your goals. Even though SMART is well-known and commonly used tool it is barely mentioned in either the British- or the PMI standards. In the British standards SMART goals are mentioned as a part of the product description outlines for PRINCE2’s defined management products. According to these there are 3 types of management products, one of them being baselines. Baseline management products are those that define aspects of the project and are subject to change control. One of these are a project brief which is used to provide a foundation for the initiation of a project in the beginning of a project process. As a part of the quality criteria it is stated that the projects objectives should be specific, measurable, achievable, relevant and time-bound (SMART) .

Within project management SMART can be found as a tool to be used in the purpose perspective. Success criteria is a measurable criterion chosen to determine whether the project has reached its desired goals. A good success criterion is a SMART one. SMART goals forces people into creating clear and defining objectives and goals. This reduces risk of setting unclear objectives that are unlikely to be accomplished.

What Does it Stand For?

The generally accepted and first known use of the term SMART goals occurred back in the 1981 November issue of Management Review. In this issue, George T. Doran described the principles of SMART goals in his article “There’s a S.M.A.R.T way to write management’s goals and objectives”. Doran stated that managers (project managers) had a tendency of getting confused by all the verbiage from seminars and books when they were writing meaningful objectives. Therefore, he suggested that when it came to them writing effective objectives, they would simply have to think of the acronym SMART . Doran’s original definition stated that ideally speaking, each corporate, department, and section objective should be:

• Specific – target a specific area for improvement.

• Measurable – quantify or at least suggest an indicator of progress.

• Assignable – specify who will do it.

• Realistic – state what result can realistically be achieved, given available resources.

• Time-related – specify when the result(s) can be achieved .

Doran clearly stated that it was to be understood that the suggested acronym of SMART did not mean that every objective or goal would have all five criteria. As an example, not everything worth achieving is always able to be quantified or measured. However, he meant that the closer you would get to the SMART criteria as a guideline, the clearer the objectives would be.

SMART does not have a single definitive definition and the words in the acronym have changed meaning over time. In 2002 Robert S. Rubin wrote the paper: “Will the Real SMART Goals Please Stand Up?” . In this paper he presented his simple findings of the different variations of the acronym SMART. He found that beside the most commonly used, SMART (specific, measurable, achievable, relevant and time-bound) could also stand for:

• S – Simple, sensible, significant.

• M – Meaningful, motivating.

• A – Acceptable, attainable, accountable, agreed-upon.

• R – Realistic, relative, rewarding, reasonable.

• T – Timed, time-frame, time-related, truthful and several others .

Even though it might seem confusing to have a technique with several different meanings this could just be the reason why the SMART goals have grown to be so popular. Through time people have had the possibility to change the original words to meet and fit their specific needs.

How to Apply SMART Goals to Your Project

Several different worksheets, templates and smartsheets are available online for you to create your own SMART goals. This article while try and summarize the most important things and guide you through the different steps to apply SMART goals to your own project, whether it is in a group or not.

S - Specific

When you start setting goals, be specific and clear about what you want to accomplish. If your goals are specific you will be able to stay motivated and focus your efforts in order to achieve them. A suggestion on how to make your goals specific could be to consider the “w”-questions. Why – Ask yourself why the goal is important. What is the reason of the goal? Who – Consider who needs to become involved for you to achieve the goal? This is particularly important if you are a project manager and you are working on a group project. Who do you need to establish contact with? What – Be specific about what you want to accomplish. Go into details to make it clear to yourself and your project group. Where – Ask your self where you want to accomplish your goals. Is a specific location necessary for you to achieve your goals? Which – Be clear about which limitations, requirements and resources are linked to your goals.

Example:

M - Measurable

Setting measurable goals is important as it will enable you to track and measure project progress. By tracking measurable progress, you will gain the feeling of you project moving forward which will further motivate you and your project group. Try to address question such as: How can you measure progress? How many or much do you need? How will you know when you have achieved your goal?

Example:

A - Achievable

You will need to ask yourself if the goals you are setting, are realistic. For you goals to become achievable you may have to develop new skills or change some things. The skills and tools you know might not stretch far enough for you to achieve your goals. Think about what I would take to achieve these. Try addressing whether you have the right skills. Are they obtainable? Is the effort worth the goal? What is the motivation?

Example:

R - Relevant

It is important that your goals and objectives are relevant, and they matter to you and your project group. You should be certain that the objective is worthwhile and the time for achieving it is right. An idea could also be to consider whether you are the right one to achieve the goal. Ask yourself: why are you setting this goal now?

Example:

T - Time-bound

An important part of a goal is an end date. Your goals should always be time-bound so that you and your project team have something to work towards. If your goals lack a realistic timing, chances are that you will end up failing. It is clever to consider which deadlines you have and if they are realistically reachable. Try to map what you want to accomplish at a given time. What can you do today? What can you do half-way through the process?

Example:

Limitations

Does SMART stretch far enough? What about feedback and efficacy [Locke, personal communication, November 9, 2001]. Some have expanded SMART to include more focus areas such as Evaluated and Reviewed which form the acronym SMARTER. Is this even more relevant? It is not as useful on larger objectives (program, portfolios)

Bibliography

SMART Goals How to Make Your Goals Achievable - The Mind Tools Content Team provides some good basic knowledge on SMART goals. Furthermore, the website provides examples of SMART goals in use.

A BRIEF HISTORY OF SMART GOALS - Project Smart was the first website to put the SMART definition online. The website gives a general understanding and of SMART goals.

Managing Successful Projects with PRINCE2 2017 – Edition - A great book on project management. SMART goals are only mentioned once so information on the topic is limited.

There’s a S.M.A.R.T. way to write management’s goals and objectives - In the article George T. Doran uses the term SMART goals for the first time. He explains how you can reach your objectives by using SMART goals.

Will the Real SMART Goals Please Stand Up? - In this article Robert S. Rubin from Saint Louis University makes an interpretation of the acronym SMART and search to find todays meanings of the different letters.