The Why ?
Setting goals, as we all know, is a crucial aspect of any
project. From the initial idea phase to the execution stage, goals guide
the direction of each project. Goals and objectives are fundamental
components of every decision we make, and the skill to craft clear,
well-defined goals that are easily communicated and understood is one of
many qualities that distinguish a good leader. Setting clear goals helps
teams grasp your vision and comprehend the necessary actions to achieve
them. In my journey of enhancing my communication and leadership skills,
I discovered the SMART framework as an effective tool for writing
goals.
WHAT The ?
- Specific
- Measurable
- Attainable
- Relevant
- Time-bound / Time-based
SPECIFIC
We’ve all had those moments when we’re given a requirement or task that seems clear, but then we realize it’s completely different from what we thought. When goals lack specific details about the desired outcome or what’s actually needed, interpretation takes over. And as we know, interpretation can be like trying to hit a target in the dark with your eyes closed—it’s risky and shows a lack of planning skills. As a leader, it’s crucial to avoid ambiguity in goals. Whenever possible, include specific details about what needs to be done. Any details that could leave room for interpretation should be avoided.
MEASUREABLE
Metrics are always valuable tools that provide insights into various aspects of our work. They help us track progress, assess performance, and identify areas for improvement. As a leader, it’s crucial to understand the progress of your team in measurable terms. This can be achieved by setting SMART goals that include specific metrics for their completion.
A SMART goal is defined with measurable criteria that allow for tracking progress and accountability. This ensures that everyone involved understands what is expected of them and can make adjustments to their systems as needed. By incorporating measurability into the goal itself, individuals and teams can self-assess their progress and make necessary improvements.
Leaders who set measurable goals can use them as key performance indicators for not only the project or goal status but also for their team. This reduces the need for micromanagement and fosters a sense of responsibility among team members. By providing clear and measurable goals, leaders can empower their teams to take ownership of their work and achieve their objectives.
ATTAINABLE
ROME wasn't built in a day.
9 Pregnant in a team won’t make a baby in 1 months.
But jokes aside, sometimes leaders may have wild ideas that they set as goals without conducting the necessary research to assess their feasibility. This lack of planning and research skills is evident in leadership responsible. While visions and ideas are the foundation of great inventions and innovations, their attainability always depends on the availability of resources, time, and technologies. Goals come with costs, and these costs must be factored in. As a crucial skill of effective leadership, understanding the cost of a goal and whether it is achievable with the available resources is essential. If a goal is unattainable, proper resource planning should be undertaken if possible, or the metrics associated with the goal should make sense. The following goal of,
Selling a $10,000 car to 100 billion people with 1 outlet at every capital city of the world by the end of the year 2024 starting 30th DEC 2024.
Even though the above goal embodies all the characteristics we’ve discussed, it’s evident that it’s unattainable due to several factors, the simplest of which is the fact that there aren’t 100 billion people in the world in 2024, to begin with. While it’s an extreme example, it clearly illustrates the importance of setting attainable goals.
RELEVANT
Another crucial factor that makes a goal SMART is its relevance to the current business or project objectives. As goals are always smaller components of a larger objective, they should always contribute in some way to achieving those objectives. For instance, a hospital setting a goal to train doctors in civil engineering so they have in-house employees who can construct buildings would not only be unethical but also irrelevant to the hospital’s or doctors’ objectives. To make a goal SMART, some level of relevance to how it will contribute to the broader objective is essential. This helps the team responsible for achieving the goal envision the vision and make relevant decisions while executing the tasks. The relevance of goals toward the broader objective helps maintain team alignment in the long run and significantly impacts performance and risk mitigation.
TIME-BOUND / TIME-BASED
Goals without deadlines are just Dreams.
As the line suggests, goals should have a clear beginning and end. Only then can their impact and calculations be meaningful. A well-known fact in human physiology is that without deadlines, there’s a lack of urgency to achieve a goal. Time, as a resource, can be wasted, leading to the loss of other associated resources and risks. As part of leadership risk management, it’s crucial for leaders to know how to effectively manage time. The risk of losing time is not something that can be afforded. Therefore, I believe that defining time boundaries as part of the goal from the outset is an excellent way to communicate urgency and prioritize any goals. Time-bound goals can be easily prioritized by the responsible teams, which helps measure team performance. Moreover, they assist teams and leadership in understanding their stake, the risks involved, and taking ownership of their decisions with minimal negativity.