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How to Set and Achieve SMART Goals

A common acronym in goal setting is the so called SMART goals, but what does it really mean and what is so smart about them? The SMART acronym is used to describe what experts consider to be "good" goal statements because they contain most of the essential ingredients. The SMART acronym itself has several different variations depending on who you ask. However, I think it is useful to look at all of them because it provides a well-rounded goal statement.
S Specific & Significant
M Measurable, Motivational, Methodical & Meaningful
A Action-oriented & Achievable
R Realistic & Relevant
T Time-bound & Tangible

Writing SMART Goals

Let's take a closer look at each of these properties.

Specific - Your SMART goal statement should be a clear and specific statement of what you want.

The main reason is that your brain behaves like goal-seeking mechanism, similar to a precision guided missile. As these missiles fly, they continually make small adjustments and corrections to their trajectories to realign themselves to their target.

Your brain also works in a similar way. Dr. Maxwell Maltz, author of the classic Psycho-Cybernetics, said that human beings have a built-in goal seeking "success mechanism" that is part of the subconscious mind.

This success mechanism is constantly searching for ways to help us reach our targets and find answers to our problems. According to Maltz, we work and feel better when our success mechanism is fully engaged going after clear targets.

All we have to do to use this mechanism is to give it a specific target. Without one, our success mechanism lies dormant, or worse, pursues targets we didn't consciously choose.

When your target is vague or ambiguous, your success mechanism can become confused and either shut down or go after the wrong target.

Significant - Significant goals are the ones that will make a positive difference in your life. If a goal is not significant, why are you even contemplating it? Is it really your goal?

Measurable - There is an old saying that says "what gets measured gets done."

Making your goal measurable helps you see your progress, recognize if you are moving in the right direction, and see how far you still need to go.

Some types of goals, like saving a certain amount of money each month, or reading 100 pages per week, are very easy to measure, while other goals aren't really measurable directly.

For example, if your goal is to improve your relationship with your significant other, how do you measure it?

One option is to use some sort of rating. For example, you could say that your relationship is a 6 and your goal is to make it an 8.

The problem is that these types of ratings are very subjective, can change from day to day, and don't really give you very good feedback.

A better option is to focus your goal on specific actions you can take that will help you achieve your overall objective.

For example, if you want to improve your relationship, your goal might be to practice the "4 small steps to a better relationship" every day. This is something that you can easily measure.

Even though measurable goals are very important, I think it is equally important to remember your original objective. Otherwise, it is easy to lose yourself in your goals and forget the reason you set them in the first place.

Motivational - Goals need to be motivational. They need to inspire you to take action and make progress. One of the best ways to make goals motivational is to ask yourself why you want to achieve it.

Methodical - Methodical means that you need to think about a strategy for how you are going to accomplish your goal. You don't need to know all the details at first, just start with a general plan.

Meaningful - Your goals should be meaningful to you. This just ensures that they are really your goals, rather than your parent's goals, or society's goals.

Action-Oriented - This means your goal should focus on actions you can take that are in your direct control. It's OK to have goals whose outcome you can't directly control, as long as you are clear about the actions you need to take to do your part in the process.

Achievable - This means that the goal should be achievable. It doesn't mean easy, just that you can have a reasonable expectation of achieving it.

For short-term targets, your probability of achieving the goal should be 80% of higher. Longer term targets could be more of a stretch and have less probability of success.

For your 5-10 year vision, you can go for something really big, even if you currently have no idea how to accomplish it.

Realistic - Realistic is another word for achievable. Again, this doesn't mean that the goal needs to be easy.

Realistic also means that the actions associated with your goal are things that you can do. For example, if your goal requires you to spend 3 hours at the gym each day, that may not be a very realistic assumption given your present situation and lifestyle.

Relevant - Good goals are relevant to you and to your life. Relevant goals are meaningful and significant; they can make a difference in your life.

If a goal is not relevant to you, then you need to ask yourself why you are even contemplating it.

Time-Bound - For goals that have a natural ending (like outcome goals), establishing a clear deadline for them adds an element of urgency and motivation.

Trackable - All goals should be trackable so you can see what your progress is, either in terms of results you are experiencing, or actions you are taking.

Tracking your goals helps you determine if you are going in the right direction and make any necessary adjustments along the way.

The best SMART goals are focused, specific, short-term targets that involve things that are under your direct control. This is what makes goals such powerful achievement tools, but it is also what can limit them.

If you only use SMART goals, you run the risk of losing sight of the big picture, the reasons why you are setting goals in the first place.

As Stephen Covey aptly points out, SMART goals can help you climb the ladder of success step-by-step, only to find that it is leaning against the wrong wall!

That's why you also need longer-term dreams/goals that may not be SMART, but that give you overall direction, motivation, and guidance.

It's when you combine these two types of goals that you can really make tremendous progress.

TEN CHARACTERISTICS OF GREAT LEADERS

Leaders are known by their behavior, not job titles.
Have you ever noticed that the best leaders are often not the people with the highest level jobs?
Effective leadership is based in behavior, not in job title.
A leader is someone who motivates guides, encourages, and serves, no matter what job title he or she holds.
If you want to become a more effective leader, you have to master these critical behaviors. Look around and notice the people who are perceived as strong leaders in your environment. What behaviors do you observe? How do they interact with others in such an effective way? Talk with the leaders you identify and ask them for their insights, looking to them as a mentor for your own leadership development.

Leaders focus on service to others.
Good leaders focus on serving the needs of others, particularly the people on their team. They identify and meet the needs of their team members, because they know that when each member of the team has what he or she needs to succeed, success is much more likely to occur. They may stay late at the office one day if it allows a team member to leave early to attend a child's soccer game, or they order pizza for lunch when the team is under pressure to complete a project. The definition of "needs", though, is much broader than you might think. For instance, one person may need regular contact with the leader to check progress and gather feedback, while a different person might do best when allowed to work independently. Or, some people do their best work when there is a social aspect to the workplace, so a good leader might organize a monthly potluck lunch to create opportunities for socializing. A good leader knows how to identify and fulfill needs, even if they are unusual or different.

Leaders are accountable.
You will never hear an effective leader blaming anyone or anything when something goes wrong. Good leaders know that blame and excuses are counterproductive, and they only serve to damage credibility and trust within a team. Instead, effective leaders are accountable for events and results. They stand up and take responsibility for problems and issues, and then set about correcting them. The best leaders know that when they are accountable their whole team benefits from increased trust and respect.

Leaders go beyond what is required.
Do you know anyone who regularly goes beyond the minimum requirements of whatever it is they are doing? This person is the one who remembers a team member's birthday, offers to pitch in and help when a deadline looms, or makes the extra effort to access expertise or resources that might help resolve an issue. Going beyond what is required is more than just doing nice things for others. It is all about looking for opportunities to foster the development of others, whether it means spending extra time with a poorly performing employee or counseling an employee who is not fully supporting other team members.

Leaders build trust.
A good leader builds trust, both with others and among others. Confidential conversations stay confidential and teamwork is fostered throughout all activities. When a good leader makes a promise or agrees to consider something, he or she follows through - every time, on time. Even if the ultimate answer is "no", the fact that the leader can be counted on to fulfill commitments fosters strong trust. The way trust is developed is also a good indicator of a good leader. Intense seminars or retreats labeled as "team building" may be used, but more often, it is the many small things each day that build trust. It is easy to talk about trust in a two day workshop, but it is hard to follow through and live that way every single day. Those who do are among the most effective leaders you will find.

Leaders are creative.
Process, procedure, and rules are important in any organization, but an effective leader knows that creativity is just as important. Sometimes the best way to accomplish a goal is to "do something different" and leaders know when to encourage and foster that kind of creativity. Good leaders are also creative in terms of how they lead their team. Staff meetings, performance reviews, professional development, and the like are all part of the equation, but so is stepping outside of the usual to find a creative way to get the same (or better) results. Creativity means finding ways to get things done, even in the face of obstacles or doubt.

Leaders have integrity.
In a large Midwestern state, there is a county sheriff who epitomizes the concept of integrity in a leader. He was driving along the road one day when he drove past a school bus that was pulled over with its lights flashing. It was inadvertent on his part; he just wasn't paying attention. The easiest thing to do would have been to continue driving and not bring it up to anyone. But that's not what the sheriff did. He knew he had committed a serious traffic violation, so when he wrote himself a ticket. The fine was over $200 and he lost several "safe driver" points off his insurance, but he cared enough about integrity to enforce the appropriate consequences on him and communicate what he had done to the rest of his staff so they could learn from his mistake. That's integrity, and that's effective leadership.

Leaders have fun.
Life is too short to be boring and drudgery, and effective leaders know it. They are not silly or frivolous, but neither are they stuffy and formal. A good leader can inject an element of fun into nearly anything, making it more tolerable for everyone involved. For instance, a leader might declare "Tropical Friday", putting up decorations and encouraging team members to where tropical shirts on that day. Or, to start off a staff meeting the leader might set aside ten minutes to let everyone learn how to juggle. Regardless of the specific tactic used, effective leaders understand that sometimes laughter is indeed the best medicine for their team.

Leaders value differences.
Effective leaders know that different perspectives and opinion are crucial to the success of a team and/or an organization. They value these differences and allow them to be communicated so that there can be healthy discussion. The most creative solutions to problems often come from combining elements of divergent opinions. Quite often, the people whose opinions are in the minority are best able to challenge status quo thinking and prevent a team from falling into the trap of group think or self-deception. A good leader knows to take advantage of this reality and use it to foster productive conflict that ultimately leads to the best solutions.

Leaders are excellent communicators.
There is no such thing as an effective leader who is an ineffective communicator. Those two characteristics simply cannot coexist with each other because one of the primary requirements to be a good leader is strong communication skills. Written, verbal, and non verbal communications are all critical to a leader's ability to motivate and guide a team. However, a good communicator is not necessarily a good leader. You can probably think of at least one person you have encountered in your life who could talk circles around others but could not lead at all. To be an effective leader requires strong communication skills and the ability to inspire, encourage, and facilitate others to accomplish their goals.
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