How do I set S.M.A.R.T.E goal?

This is a mnemonic acronym that can be applied to goals in a way that makes them easier to tackle.

When starting a task, it is essential to set a smart and global objective. This overall objective is rarely under the absolute control of the person who sets it.

The overall goals give momentum and overall dynamics. It is also important to set a performance target that will measure the progress made, and will largely be under the control of the person. The performance objective allows you to determine work standards and to stick to them.

A good goal must be S.M.A.R.T.E

- Specific

-Measurable

-Achievable

-Realistic

-Time limited

-Emotional

If this objective is set by an executive or manager, it must also be explicit, understood, relevant, ethical, motivating, legal and ecological.

The objectives must be formulated positively:

"I would never like to be late in the progress of my work again" gives "I want to return my work on time every week"

To secure an objective, it will be important to identify the learning and “unlearning” necessary to achieve it.

It will also be necessary to identify the attitudes which will favor it, and those which will be unfavorable to it.

Work on emotions will also be necessary in order to identify those that will be conducive to reaching the goal, and those that will be harmful to it.

Note: NLP (Neuro Linguistic Programming) thus defines the criteria for a well-structured objective: It must be formulated positively, verifiable and observable, specific and contextualized, within the purview of the client, ecological, realistic and achievable, motivating.

Why set goals?

Quite simply so as not to remain in the dream stage, and to turn them into reality by taking action.

Why set S.M.A.R.T.E goals?

To ensure their achievement and overcome any blockages (to get out of the deadlock, procrastination, decision-making inability)

Specific

Unclear goals have a tendency to never be achieved.

Ex: I want to improve my self-confidence.

Questions to make it specific: in which area? To do what?

Ex: I want to earn more money.

Questions to make it specific: how much, exactly?

Measurable

It is important to be able to identify the elements that will determine how far we are moving towards this goal, to see that it has been achieved.

Questions to make it measurable: What are the ten criteria that will allow you to realize that your goal is achieved? Where are you today (out of 10) for each of these criteria?

Achievable

By setting unattainable goals, we run into disappointment and discouragement.

Questions to verify that it is achievable: Do you feel capable of achieving this goal today? How do you measure your chances of success? If the answer is less than 5/10: What is holding you back? Do you feel empowered to put in place the changes and learnings necessary to achieve this goal?

Realistic

This notion varies from one to another. It all depends on your limits. A legless person who embarks on high-level running with prosthetics has set a realistic goal. It is not given to everyone.

It is up to everyone to determine the degree of ambition that suits them, and the limit beyond which the goal becomes an insurmountable ordeal more generating stress and procrastination than motivation.

Time limited

A goal that is not set in time is a goal deemed to fail (ex: “Let us talk again!”,”pass by to have a drink!”.

Setting a date is much more efficient. The timeframe for achieving a goal must be well assessed: long enough to avoid unnecessary pressure and short enough that it is not diluted over time.

Examples of S.M.A.R.T.E objectives:

-Take personal development training per year

-Read at least one book

-Record my personal expenses once a week

- Increase my turnover by 10% every year

-Select a training organization to retrain me by the end of the month

Wait a maximum of 6 hours after an exchange that is upsetting for me, to open up affirmatively to the person concerned

Conclusion:

There is no better time than another for setting one or more goals (like the New Year, for example). Every day can be a SMARTE goal.

On the other hand, it is good to be carried away at times not to plan or measure everything. I am not personally a goal-obsessed coach. It happens very often that they impose themselves on my clients, very slowly, without even having devoted a single session to it. The action takes place and the goals are achieved, smoothly. On the other hand, with some clients, the fact of clearly setting objectives, using a framework, an appropriate methodology, helps them to move forward, reassures them. As a coach I always have to remind them that I will not provide them with the content of their objectives, but only support them to make these objectives SMART!

Sandra F.Lakkis

Saturday, 23 January 2021