Goal Setting

A goal is a concrete action, event or outcome that you strive to obtain. Goals enrich our lives, give us energy, create a sense of purpose and give us a road map.

Goal Setting Tips and Guidelines

  • Goals are specific. Remember, “hazy goals get hazy results.”
  • Effective goals are broken down into measurable steps such as:
    • "Each day I will identify three positive things about my work” or
    • “I will conduct two informational interviews every month.”
  • Goals are aligned with your values.
  • Goals are realistic and reasonably attainable.
  • Goals are designed within a realistic time frame with specific deadlines.
  • Goals are flexible; they can be altered as change or new awareness occurs and as new information is received.
  • A written goal has a greater chance of being accomplished; when a goal is written down it seems real.
  • Evaluate whether you achieve your goals. If you set goals that are measurable then you have criteria with which to evaluate them.
  • Plan for both short-term and long-term goals.
  • Celebrate achieving your goals!

Goal Setting Instructions

When it comes to setting goals, use the acronym S.M.A.R.T.

Specific:
  • Should address the five W’s: who, what, when, where and why.
  • Easy to understand.
  • Specifies desired future results.
Measurable:
  • Describes how each goal will be measured (numeric or descriptive).
  • Answers the questions:
    • How will I know when the result has been achieved?
    • How will I verify the achievement/performance of this goal?
    • To what level do we need to achieve this result?
  • Focus on elements such as observable actions, quantity, quality, cycle time, efficiency and/or flexibility to measure outcomes.
Achievable:
  • This focuses on how important a goal is to you and what you can do to make it attainable and may require developing new skills and changing attitudes. The goal is meant to inspire motivation, not discouragement. 
  • Think about: 
    • The individual has the capabilities (skills, knowledge), tools or resources to accomplish this goal.
    • The goal is appropriate in scope.
    • The goal is realistic even with other commitments.
    • The goal is within the individual’s power and influence.
    • The goal may be a stretch, but still feasible one step at a time.
Relevant:
  • Relevance refers focusing on something that makes sense with the broader business goals. For example, if the goal is to launch a new program or service, it should be something that’s in alignment with the overall business/department objectives. Your team may be able to launch a new program, but if your division is not prioritizing launching that type of new programs, then the goal wouldn’t be relevant.
  • Answer the questions:
    • How does the goal align with broader goals? 
    • Why is the result important?
Time-bound:
  • There is a specific time frame to achieve this goal (beginning and end dates).
  • May include interim steps and a plan to monitor progress.
  • May establish a time frame for short and long-term goals.