“A S.M.A.R.T. goal is defined as one that is specific, measurable, achievable, results-focused, and timebound.
Specific: Goals should be simplistically written and clearly define what you are going to do. Specific is the What, Why, and How of the S.M.A.R.T. model.
Measurable: Goals should be measurable so that you have tangible evidence that you have accomplished the goal. Usually, the entire goal statement is a measure for the project, but there are usually several short-term or smaller measurements built into the goal.
Achievable: Goals should be achievable; they should stretch you slightly so you feel challenged, but defined well enough so that you can achieve them. You must possess the appropriate knowledge, skills, and abilities needed to achieve the goal. You can meet most any goal when you plan your steps wisely and establish a timeframe that allows you to carry out those steps. As you carry out the steps, you can achieve goals that may have seemed impossible when you started. On the other hand, if a goal is impossible to achieve, you may not even try to accomplish it. Achievable goals motivate people. Impossible goals demotivate them.
Results-focused: Goals should measure outcomes, not activities. The result of this goal is a process that allows people to more competently evaluate performance and develop their careers, not the individual activities and actions that occur in order to make the goal a reality.
Time-bound: Goals should be linked to a timeframe that creates a practical sense of urgency, or results in tension between the current reality and the vision of the goal. Without such tension, the goal is unlikely to produce a relevant outcome.
The concept of writing S.M.A.R.T. goals is very important for accomplishing individual goals.”
Source: UHR, Employee Development.
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