Sorry I missed posting yesterday friends. I had the wonderful opportunity to facilitate 7 Habits for Highly Effective People with a wonderful group in Missouri! It was an awesome day and great growth happened in us all!
So today, we will be looking at two more steps in the SMART Goals process to get us back on schedule. Today we briefly examine making Goals Measurable and Attainable. Let’s begin, shall we?
If you can’t measure it, you can’t manage it. In the broadest sense, the whole Goal statement is a measure for the project; if the Goal is accomplished, then it is a success. However, there are usually several short-term or small measurements that can be built into the Goal. Choose a Goal with measurable progress, so you can see the changeoccur. Remember, when you are working with Goals for an Employee, you must not forget to involve them in the process of setting the Goals. One of the classic mistakes in the Goal process is delivering preset Goals to a person and expecting them to have ownership, let alone a will to achieve them. Even if the Goal is handed down from a Corporate mandate, you as a Leader can still involve the Employee in the Goal setting process by simply asking them the ways in which they think they can meet or surpass the Goal. As you include them in the implementation phase by gathering their ideas for their personal success, you can add your guidance and promote ownership in a Goal that they had no control over setting.
Make sure you are very specific in what your Goal is so you know when you have reached it: “Sales of item X must increase by 13% over last week. This will be measured by comparing close of business numbers each day to ensure we are on track to exceed the weekly total by close of business Friday.” This shows the specific target to be measured. “I want to develop a positive attitude” is not as measurable as it is too vague. Establish concrete criteria for measuring your progress toward the attainment of each Goal you set. When you measure the progress, you stay on track, reach target dates, and experience the exhilaration of achievement that spurs the Team on to continued efforts required to reach other Goals.
When delivering Goals always indicate the importance of meeting those Goals to whomever you are speaking to. As you stress the importance of the Goals, people begin to figure out ways to make them happen. They begin to develop the attitudes, abilities, skills, and financial capacity to reach them as you Coach the journey. Soon they begin seeing previously overlooked opportunities that bring themselves closer to the achievement of the Goals.
Goals which are too far out of reach probably won’t get the commitment needed to achieve it. Although it may start with the best of intentions, the knowledge that it’s too much means the subconscious will keep reminding the Team of this fact and will stop them from even giving it their best shot.
A goal needs to stretch a person slightly so they feel it can be done, (but it will take additional work and effort!) as well as a real commitment. For instance, if the aim was to increase production 500% in one week, we all know that isn’t achievable. But setting a Goal to increase by 50% in one week, then aiming to increase a further 50%, will keep it achievable for the Team. It won’t be long before you have increased production by that 500% but it came in smaller, more manageable chunks, thus, the Team is able to stay motivated in reaching the once too large Goal. This is the way to set Goals and keep people motivated to reaching them!!