Would You Like to Make Your Smart Goals Smarter?
Leaders can stimulate higher performance if they make SMART Goals SMARTER.
The History of SMART Goals
SMART goals have been around since managers in the 1980’s discussed the importance of objectives and the difficulty of setting them effectively. The idea makes sense for leaders and managers to help make sure that each individual, team and the company as a whole has clear objectives that are:
What SMART Goals Do
SMART goals are an effective management tool that provides clarity, focus, motivation and accountability. The best leaders, however, know that more is needed to stimulate higher and differentiated performance from their teams.
How to Improve SMART Goals
To make SMART Goals SMARTER, leaders must find the narrow performance window where a goal will have the desired effect of motivating people to perform at their peak. For example, how a leader or manager defines “Achievable” has a major impact on team performance.
The Performance Window
So when it comes to setting goals, there is a performance window of “Just Possible” that makes goals more potent in driving improved performance than just being “Achievable.”
The Hallmark of High Performance
Clear and simple goals are the hallmark of a high performance culture. Without them, it is difficult to provide the direction and focus necessary to maximize performance.
Four Attributes to Improve SMART Goals
So remember, if you want your leaders and managers to sustain the right amount of performance pressure to drive improved performance to meet important targets, make SMART goals SMARTER by adding these four attributes to your SMART goals:
1. Clear, Simple and Few
To create clarity, there cannot be any doubt about the direction and focus of what you want people to achieve. Efforts, resources and energy should not be diluted. For big strategic goals, try not to have more than two or three at any one time.
2. Understood and Believable Enough
First, people must be able to articulate what they are trying to accomplish. Then they must believe that it is possible within your unique corporate culture and the market conditions in which you compete. Do not strive for 100% perfection. It will take too long.
You just need a “good enough” understanding and “good enough” belief to move forward cohesively so you can learn and inevitably adjust along the way.
3. Just Possible
Different than Achievable, effective high performance goals are a bit of a stretch. People should perceive the objectives to be challenging but within their control. Strive to make important goals just within people’s grasp to motivate them to push to their limits. You want goals to stimulate the next level of performance.
4. Meaningful, Fulfilling and Relevant
The goals should be tied to intrinsic and extrinsic motivators and be proportional to the achievement of the objectives. Ideally the goals:
The Bottom Line
High performance teams set meaningful, clear and achievable goals that create full commitment from the entire team.
To learn more about creating a high performance team, download The Three Levels of a High Performing Team Culture
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