Evaluating Investment Options: Keys To Smart Decision-making – If you think about it, setting goals is simply expressing your desire to be in a better place than where you are now. To become bigger. To get more customers. For more profit. But how you define and express your goals can completely change their meaning, and even their importance.

Effective goal setting is more than simply stating general desires. In fact, there is little that can distinguish between vague goals and desires. You need to write down goals that you can review, improve, communicate, and most importantly, implement.

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By far the most widely used (and sometimes misunderstood) method for writing effective goals is the SMART Goals System. This article explains everything you need to know to develop SMART goals and some common pitfalls to avoid. We’ll also guide you through real SMART goal examples taken from the business world.

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SMART goals are a method created by George T. Doran in 1981. Goals should be SMART. That is, it is an abbreviation for Specific, Measurable, Assignable, Realistic, and Time-Related.

To put it simply, it can be said to be inefficient. why? Because, of course, not everyone can remember the meaning of five letters! You can find it with a quick Google search, which shows many variations of the same SMART abbreviation using different words.

Later in the article we will explain how to deal with these variations and other interesting developments in abbreviations, including SMARTER and SMART ASSES.

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Typically, when we set goals and objectives, we start with a strong idea – a clearly defined idea – of what it is we are trying to do.

Although they provide general guidance, goals written like this are hard to define, open to interpretation, and therefore difficult to implement. We should aim to set goals that are specific, measurable, achievable, realistic and time-bound.

These goals are more specific. The test of a good SMART goal is that it must be clear whether the goal will be achieved or not.

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SMART standards. This is not always possible or practical, especially for purposes that support larger goals. Even George Doran, the creator of SMART goals, says his approach shouldn’t overlook the benefits of more specific goals.

You should use the SMART framework to strengthen and evolve your goals, but don’t worry if you can’t apply SMART to all your goals. When creating an action plan, you can always work on weaknesses in your goals.

We all know what the word ‘growth’ means, but in business it can be an ambiguous word. Growth can mean an increase in revenue, profits, market share, orders, customers, investments, stock price, etc.

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Many of these metrics are independent of each other. This means that it is technically possible to increase your customer base without increasing your revenue. Increase your profits without increasing your profits. Or, you can increase your profits without increasing your market share.

Moreover, the same metric is often defined in slightly different ways, especially when using different online tools and data sources. The ‘Monthly Revenue’ provided by your CFO may differ from the ‘Monthly Revenue’ in your Shopify reports.

The problem is that you should try to write down your goals so that there is no room for interpretation or debate. Use footnotes and additional definitions as needed. And if it’s not already clear where your goals should be focused, now is the time to get it right. Because these subtle differences can have a huge impact on the tactics team members use to achieve their goals.

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Goals should be specific to the desired outcome. You should not think about what to do unless it is absolutely necessary. Otherwise, your goals may start moving too quickly and hinder creative solutions.

If you can’t write down your goal without being too specific, you need to check if it’s a real goal or if you’re setting it at the right level. You might consider dividing these into long-term strategic goals and short-term tactical goals.

Measurable goals help you figure out what success really looks like, so you can better plan how to get there. It goes without saying that the metrics you set should be based on evidence, experience or just feelings, not aspirational (see Realistic).

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Being measurable allows you to assess whether your goal is worth achieving in the first place. Imagine Tim is running a campaign that costs $10,000. After calculating a realistic success rate, Tim realized that the best-case scenario for this campaign was $2,000 in new revenue. Writing down measurable goals will help you identify these challenges before you begin the work, rather than after.

Ideally, when setting goals, you should measure success or results, not actions. Measuring performance using key performance indicators (KPIs) helps us understand the impacts we are most concerned about. Another way to say this is “measure by output, not input.”

You need to think about the impact of what you’re trying to create and write goals that include outcome measures instead of:

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However, you should be careful about setting goals that remove several steps from the activity. It doesn’t help if that social media manager writes with the goal that LinkedIn posts should increase company revenue or overall customer satisfaction.

This is because 1) these secondary outcomes, while partially contributing, are largely uncontrollable; 2) these results are too influenced by other factors to be a good measure of what you’re doing, and 3) these products take too long to appear. You can’t really use it to create useful collections.

Sometimes measuring the effectiveness of a goal with KPIs isn’t really possible. This is because the results are lacking or the required metrics are not available. In these cases, you can find proxy metrics. These are relevant metrics that closely track your desired metrics. Be careful, bad proxies bring their own problems.

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Otherwise, it’s better to have outcome-based goals that don’t use KPIs. Just consider quality and judge success differently.

That is, who is responsible for achieving this goal? Responsibility for a goal can be shared by an individual or a group (provided all members of the group agree and understand that they are all accountable). Sometimes goals are broken down into multiple objectives and assigned to different people at different strategic levels. These are called cascade goals.

Of all the concepts in SMART, Assignable is probably the word most often replaced by alternatives (e.g. ‘Achievable’). Perhaps this is because it is a bit reminiscent of an old-fashioned management style, with managers driven by goals in a top-down manner.

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Current thinking suggests that goal setting is most effective when directed by those responsible for achieving the goals. This creates more ownership and motivates.

People who go to work every day eventually start giving up on their goals even though they know they will never achieve them. It’s like you never set a goal in the first place. Realistic goals, on the other hand, can become part of a team’s daily thinking and culture.

Realistic goals also help others approach long-term planning decisions with confidence. “Laura is confident that her team will meet her revenue goals for the next quarter, so she feels she can now invest in her new salary.”

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Additionally, assessing the reality of your goals allows you to make better strategic decisions, and those decisions still have impact. This may include giving yourself additional responsibilities, developing new skills, or de-prioritizing other tasks.

However, many companies still recommend Stretch Goals, Moonshots, and Big Hairy Audacious Goals, claiming that big (even if unrealistic) goals can be inspiring.

There is a good reason for this. In part, they avoid two common pitfalls in goal setting: lack of learning and sandboxing.

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The level of your goals may vary depending on your team’s culture and perspective. However, BHAG and development goals must also be included in implementation and scaling. It won’t be an illusion. As a manager, which do you think is the greater risk: reducing ambition or lowering morale by failing to achieve goals?

For internal benchmarking, look at previous efforts to achieve similar goals. how did you do that? All things considered, what is your next achievable goal?

You can compare yourself to your industry for external benchmarking.

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