Thanks to Doran for the SMART acronym and the accompanying framework of objectives. Building on existing goal-setting theory, Doran published his method in 1981 for use in business and management.
SMART goals stand forSpecific, Measurable, Achievable, Realistic and Time-Limited. A bad SMART goal is any goal that isn't specific, measurable, attainable, realistic, and time-bound.
When you know what is expected of you and know how you can reap rewards (even if these are only emotional or social in nature within the team), you are much more energetic, persistent and creative in achieving the goal. A successful SMART goal framework includes setting goals that are reasonable, realistic, and resourceful long before any work begins. These 10 examples of SMART goal setting show how you can create powerful personal, business, work and leadership goals. Seriously, goals that aren't SMART tend to be more like wishes and resolutions that make you feel good, but they're practically impossible to implement and achieve.
As a framework for setting goals, the SMART acronym requires us to consider the process and structure of achieving goals in addition to the desired outcome. This happens on a personal and professional level, so SMART goals must be relevant and realistic for the individual, the team and the company. As Zig Ziglar, teacher and motivational trainer, once said: “A well-established goal is half way there. This is not to say that companies should avoid setting ambitious goals (growth often depends on it), but balancing the aspirational with the probable is key to achieving them consistently.
The S in SMART stands for specific and is one of the most important defining characteristics of a SMART goal. Despite these findings, many companies continue to strive to set and achieve objectives that maximize the success of the company, a place where the ideal is for individual, team and organizational objectives to work in harmony. Along the way, evaluate if the goal is something you can actually achieve and make any necessary adjustments. By systematically identifying their short- and long-term goals, nurses using SMART goals can monitor their professional progress to proactively guide their careers.
If both characteristics are not taken into account, companies can set goals for themselves, a practice that often leads to poor decision-making and waste of time at best, and to low morale and unethical behavior at worst. By emphasizing the characteristics that an average goal lacks, a SMART goal is less ambiguous and lays the foundation for successfully achieving the objectives and achieving the objectives. This proven method requires effort, but detailed examples of SMART goals can inspire you to get started.