Many times we see organizations or bosses trying to set goals for their people. This is ultimately a futile exercise. The only goals you or anyone else will get really excited about are your own. Every worthwhile goal has to be a goal that gives you something that you personally care about having or being.A good leader will spend a considerable amount of time coaching employees and working with people to make sure they understand why and how a particular goal is important to the organization and exactly how that goal will benefit the employee. The benefit must relate to the values and emotions that the employee cares about personally. If this isn’t being done in your group, ask questions. Why are we doing this?Let’s review a proven formula (SSMARTT) that will help you set worthwhile goals. The first key to setting a goal is SELF. Do you see what’s in it for you? Do you have enough authority and responsibility?Nothing becomes dynamic until it first becomes SPECIFIC. This is the next key to setting a goal. You must be specific. Who? What? Where? When? Why? Be sure you use numbers where ever possible.Look at the lights in your office. Are they diffused light? Can you feel any heat? Think what you could do if you used a laser beam. It’s also light but it can cut through steel. The difference is the light of a laser is focused and specific. Specific goals become dynamic.
If you can’t MEASURE it you can’t manage it. Every goal needs to be measured. The best way to do this is with numbers on a chart in plain view. This will then show you where you’ve been, where you are now and where you are going.
ATTAINABLE goals are the goals that you believe you can achieve. One good reason to keep charts, measurements and records is so you have a frame of reference for future goals.
Every goal will take time, effort, knowledge, maybe money and many other resources. Be sure you have the resources to achieve your goal so it is REALISTIC. Sometimes it is necessary to back up and set a different goal to acquire a basic resource before you go for the big goal.
When you set several small goals and are able to check them off, it gives a feeling of accomplishment. This will then build confidence to set more goals.
Goals can be TANGIBLE or intangible. However, it will be easier to measure and chart your goals if you are able to convert the intangible ones into tangible goals. This takes a bit of creativity.
Suppose you wanted to be more gregarious. Start by setting a simple goal, “saying Hello to two people a day.” The next goal might be to “say Hello and smile.” Then progress to “say Hello, smile and shake their hand.” All these simple goals can easily be measured and charted.
Last but not least, you want to set a TARGET DATE for completion of the goal. Until the target date is set it is just a dream or a wish. When you have thought it out using this formula and believe you can achieve the goal it will be easy to write the goal and set a target date.
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