One reason it’s so difficult for so many people to achieve their goals is because they aren’t SMART. And by that I don’t mean the people aren’t smart. I mean the goals aren’t. Let me explain.
Business consultant George T. Doran came up with the SMART goal-setting method in the 1980s. Since then this simple method has been a game changer for thousands of successful companies. And it works for setting and achieving individual goals too.
SMART is an acronym representing five ways to avoid fuzzy, subjective goals by making each one of them Specific, Measurable, Achievable, Relevant, and Time-based.
Specific: Make your goal very definable. For instance, not, I want to lose weight. Rather, how much weight do I want to lose over what specific period of time?
Measurable: Is your goal something you can measure? If not, redefine it so that it is. For instance, not just, I want to have enough money to retire comfortably by the time I’m ready to retire. Specifically, (as nearly as you can estimate) how much money will you need to retire comfortably and by when?
Achievable: Is your goal achievable? Don’t frustrate yourself by setting an unachievable goal or you’ll get discouraged and quit. Make your goal an achievable one and you’ll be more encouraged to keep moving forward.
Relevant: Is your goal relevant to you and others? Does it really matter relative to other competing, more important goals?
Time-based: By when do you plan to reach your goal? Once you set your goal based on the Specific, Measurable, Achievable, and Relevant standards, decide what a reasonable timeframe would be to reach your goal.
Track your SMART goals.
It can be as simple as setting up an Excel spreadsheet to track weekly or monthly progress toward achieving your goals. Or you can adopt more sophisticated software if your business warrants it. Review the SMART goals regularly. If you lead a team at work, review them corporately and individually on a regular basis. Then keep them accountable to their SMART goals while coaching them for success.
Reward your employees (and yourself) for meeting their SMART goals.
The reward(s) for meeting or exceeding agreed-upon goals should be clear up-front, then followed through with not only the reward(s) but with genuine, stated appreciation. And to show your appreciation even more, from time to time surprise your employees with a reward they weren’t expecting when certain milestones are reached.
I performed for a well-known law firm in Phoenix a few years ago. The company owner took the time following my after dinner show to passionately and genuinely tell his employees that they – not he – were the reason the firm was so successful. The sense of pride of ownership and appreciation for their boss each of those employees felt and expressed was palpable. Rewards with sincerely expressed appreciation build loyal, passionate employees who will follow you – and help lead everyone – toward the success you all richly deserve.
From the book The Magic of Cultivating Positive Emotions by mentalist Rod Robison. Available at www.TucsonMagician.com/books
Rod Robison is a Tucson, Arizona based author, mentalist and magician who provides magical entertainment, inspirational speaking, and sales training for corporations and organizations. Learn more at www.TucsonMentalist.com
