• How to set goals the right way SMART system.
• How to apply the SMART goal technique in a company.
• How to implement SMART goals in a company.

SMART goals This is the most common goal setting method in goal setting. However, not everyone knows how to use it in practice.

The SMART methodology proposed by Peter Drucker is named after the first letters of the English words specific (specific), measurable (measurable), achievable (achievable), relevant (compatible) and time-bound (defined in time).

The concept of management by objectives (MBO), within which SMART principles emerged, has already become a classic international management. It is based on the manager's ability to set "smart" (eng. smart - smart) goals for subordinates and himself (strategic management, in turn, involves a view from above, when the whole picture is more important than individual numbers. A tool allows you to build a holistic picture - the company's strategic map The tool was developed within the framework of the theory of a balanced scorecard, you can learn how to draw up such a map and use it after passing at the School of the General Director).

SMART:

S- specific, significant, stretching - specific, significant. This means that the goal setting must be specific and clear. "Transparency" is defined by an unambiguous perception by all parties. If you set goals, they should be clear and expressed as precisely as possible. When setting goals, globality and uncertainty cannot be used. Specific goals will tell your employee:

• your expectations from its activity;
• deadlines for completing the tasks;
• exact result.

Concretization will be able to accurately assess the intermediate successes that bring the achievement of the final goals closer. The continuation of each ultimate goal is a super task. If there is no super-task, even the nearest goal will be unattainable. In fact, this is an additional motive.

M- measurable, meaningful, motivational - measurable, meaningful, motivating. The result of achieving the goal must be measurable, moreover, measurability must be applied not only to the final result, but also to the intermediate one. What is the use of a goal if there is no way to evaluate it? If the goal is immeasurable, it is impossible to evaluate its achievement. And the employees? They will not be motivated to move on unless they have a concrete measure of their success.

A- attainable, agreed upon, achievable, acceptable, action-oriented - achievable, agreed, focused on specific actions. It is important not to forget about the adequacy of the goal set and to be sure that this goal is precisely achievable by evaluating resources and various influencing factors. Each goal should be achievable for any employee and, as a result, the entire company. The most optimal are the goals that are required when performing efforts, but are not prohibitive. Too high and too easy goals lose their value and employees will neglect them.

R- realistic, relevant, reasonable, rewarding, results-oriented - realistic, relevant, useful and results-oriented. Goals should always be relevant and not run counter to other goals and priorities of the organization. Reasonableness of purpose is one of key instruments to make your company's mission a reality. Everyone knows the Pareto Law, which says that 80% of the results are achieved with 20% of the effort, and the remaining 20% ​​of the result will require 80% of the effort. Similarly, we can say that 20% of the goods give 80% of the revenue, and the main thing here is to see these 20% of the products.

T- time-based, timely, tangible, trackable - on certain period, timely, traceable. The deadline for achieving the goal is a key component of goal setting. The term can be defined by a specific date or period. Each goal is like a train, it has its own time of departure, arrival and duration of the trip. Setting a time limit on your goal will help you focus on meeting deadlines. Goals without deadlines will most often fail, due to everyday rush.

Examples of what SMART goal setting should be

1. Start earning 200,000 rubles monthly at your current job by March 1, 2018.
2. Enter the budget at the Moscow State University at the Faculty of Philology in 2018.
3. Pass the admission exam driving license category B until May 31, 2018.
4. Lose 10 kg by July 1, 2018.
5. Spend 3 weeks in Rome, in a 5-star hotel in the city center from May 1 to May 20, 2018.
6. Complete a free Personal Growth training by August 31, 2018.
7. Learn 100 English words in 30 days.
8. Read all CEO articles by November 20, 2018.

These are approximate goals that are correctly set and meet all of the above criteria.

How to use SMART to improve business processes

The SMART method allows you to identify bottlenecks in business processes, improve operational efficiency and select effective methods analysis. How to build a strategy according to the SMART principle, read in the article of the electronic magazine "CEO".

How to formulate a goal using the SMART technique

1. To achieve any goal, it is important to first form an intention. Preferably in writing. To correctly formulate the goal, apply the SMART method to your intention. Thus, you will immediately see those hidden problems that may prevent your intention from being fulfilled.
2. SMART goal setting is the best way to focus on your intention. That is, you will automatically tune in to necessary wave. As a result, you will not only come up with a way to achieve the goal, but also “pull” all the necessary events, and in some cases, achieve the goals without doing anything to achieve.
3. By applying concretization and a way to measure achievement, you will develop a better understanding of what you really want. This approach will help you identify your goals and get rid of the imposed ones.
4. By checking your goal for realism, you will certainly realize and understand the connection of this goal with your other goals, the goals of loved ones, etc.
5. The SMART method is also applicable to advice from other people, to any recommendations, suggestions, etc. (for example, in a meeting)
6. When there are many goals, SMART will help to weed out the "bad" goals and work only with the "good" ones.

Expert opinion

Vladimir Larionov, CEO company "Audi Center Varshavka", Moscow

When setting goals, our company uses the SMART methodology. Let me dwell on the main components of this technique:

Letter S. Our goal is to earn.

Letter M. For each profit center, we clearly define how much money it should bring to the common piggy bank and what needs to be done for this. For example, the goal of the sales department is to earn a certain amount by selling certain number cars. There are divisions that do not sell anything themselves, but without them the business process is unthinkable (for example, the client department). The employees of such units have their own goal - also expressed in numbers. For example, we measure customer satisfaction by conducting surveys, so the goal of the customer department is to achieve the planned level of satisfaction.

Letter A. Goals must be achievable. Achievable does not mean underestimated - it is better to raise the bar. I have a saying: “If you go on the mat against a heavier opponent, you may put him down, or maybe not. And if you don't go out, you'll never put it down." It is very important to monitor the achievement of intermediate indicators. If we see that someone is not following the plan, the task of all departments is to help him. For example, a few years ago we had a threat of disruption of the sales plan due to the lack of new machines of certain models in the manufacturer's warehouses. Nevertheless, the company found a way out: we began to manage demand, trying to sell cars of those models that were in stock and stimulate the production order of scarce models. In general, to do everything so as not to lose our precious customers due to the problems that have arisen.

Letter R. The goals of specific departments should be related to the overall goal of the company. For example, the main task of the transport department is to maintain a fleet of test and replacement vehicles in good condition. On the other hand, replacement cars help to earn money - if there are free cars, we offer them for rent to customers.

Letter T. Achievement of the goal should be limited by time frames (month, quarter, year, etc.).

Examples of achieving goals using the Kaizen method

There is another simple way to achieve a complex goal - you need to go towards it in very small but regular steps. The method is called "kaizen". The editors of the magazine "General Director" gave 4 examples of achieving goals using this method.

When are SMART goals appropriate and when are they not?

1. The date of achievement of the result must be updated. There is no point in long-term SMART planning, as the situation can change dramatically if you set irrelevant goals before the deadlines are met. As an example, the case when a person has "seven Fridays in a week."

2. If, in your state of affairs, the result is not important, but only the vector of movement and its direction are important, the full use of SMART becomes impossible.

3. The SMART method is always aimed at taking some action in order to achieve the set goals. If you understand that no action will be taken to achieve the goal, the method loses its effectiveness.

4. Spontaneous planning is much more suitable for many employees. We will discuss how SMART goals help prevent conflicts in companies below.​

14 tips on how to set and achieve goals

The SMART approach is primarily used by large and tech companies. The larger the organization, the more difficult it is to keep track of the work of an individual employee. SMART also allows you to control the work of even a large team. If employees have to perform the same type of tasks, it makes sense to set an algorithm of actions using SMART principles, so as not to explain everything anew each time. There is only one limitation: it makes sense to write an algorithm only for fairly simple tasks with a clear result in advance.

SMART will allow you to honestly evaluate the result of each employee online. Achieving specific goals is the most understandable criterion when calculating remuneration. The average performance of the tasks set according to the SMART methodology usually ranges from 80–90%; if it drops to 50% or falls even lower, then the work of the employee should be recognized as ineffective. In accordance with it, the reward is calculated.

The effect of the implementation of the SMART methodology is compared to turning on the light in a dark room: in an instant it becomes clear who is doing what and how each employee is useful to the company.

SMART goals for subordinates helped resolve disputes with superiors

Kirill Goncharov, Head of Sales at Oy-li, Moscow

I'll tell you my practical case. I served as Vice President of Development at management company banking and construction group. The head of the marketing department constantly got into an argument with me. For example, I said: “The other day I heard about the launch of a new promotion by our competitors (partners, etc.). Maybe we can implement this experience in our country too?” Most often, in response, I got indignation and protests. Of course, I realized that those promotions that are held, for example, by plumbing stores, are not suitable for our business, but I did not agree with the marketing plan, where the same events were held from month to month - exhibitions and publications. I began to apply a different approach, setting tasks in a directive: “I ask you to prepare a set of measures aimed at increasing sales. I am waiting for an action plan and a budget calculation by such and such a number. I understand that you think that everything does not work, so offer me something that will work. The head of marketing did not like such tasks and I had to replace her.

When a similar situation arose in my practice for the first time, I was worried and thought about where my mistake was. But then I found a solution to this problem. I check each of my tasks according to SMART and make sure that the performer fully understands.

How to implement SMART goals in a company

SMART can be purchased as a product − computer program, which is installed on the PC of employees. In this case, each employee has personal plan with the deadlines for completing individual tasks and their cost. At any time, the manager can check the degree of readiness of a particular work, calculate the number of employee's working hours, the number of delays, errors. If there are several performers, then you can control, for example, how long a document was with each participant in the process, who delayed the work. When purchasing such a program, be prepared for the fact that you will have to spend a lot of time and effort on describing the goals of the work of each employee. Instruct HR professionals to do this based on job descriptions.

SMART as a management technology can be used by any leader without restrictions: when giving the next task to a subordinate, check with the principles of setting goals described above. Remember that work is organized most effectively if the employee sets tasks for himself, and you only approve them.

• Personnel assessment criteria that will give the best result

Practitioner tells

Ruslan Aliev, General Director of ZAO Capital Reinsurance, Moscow

We plan the company's activities based on the concept of target management. We start by defining global business goals, fixing them in strategic plan company development. Next, we describe specific goals for the coming year. They are reflected in the operational plan.

Operational planning is a serious undertaking: all the company's activities, including budget indicators and the motivation system, depend on the quality of its implementation.

We consider the ability to correctly set goals as a key skill of a manager. To get from subordinates desired result, vague tasks with the wording "improve" or "improve" something should be avoided. It is very important to define goals together with the employee and give him the opportunity to communicate with management on the basis of the work done. Finally, goals should be set "for growth." A high bar only increases motivation, if, of course, the employee is internally ready to achieve it.

In order to be able to assess the effectiveness of the work of the staff as objectively as possible, we have developed key performance indicators (KPI) for all positions. Required level can only be achieved if the employee performs well in the tasks of the operational plan. Key indicators include both quantitative (monetary) and qualitative (non-monetary). Each category of employees has its own priority areas work. Relevant indicators are more important in evaluating their performance and in more reflected in income. So, for selling departments, financial indicators and monetary efficiency are most important, for supporting ( personnel service, lawyers, financiers) - high-quality, related to the organization and support of business processes.

SMART method - classical method to define the goal and effectively achieve it. This technology was developed in 1954 by Peter Drucker, an American management guru of the 20th century. The SMART goal setting method is described in his fundamental work, The Practice of Management.

Structure of the SMART goal setting methodology

This standard, which has in its structure the five most important target categories, is popular to this day. In practice, it is used by managers all over the world. The name comes from the abbreviation of the following goal criteria:

• S specific - specific;
• M easurable - measurable;
• A ttainable - achievable;
• R elevant - relevant;
• T imed - limited in time.

The full abbreviation also has a quite suitable translation: smart is “smart”.

Description of the main criteria for goal setting

It should be understandable and accessible not only to you personally, but also to others. A poorly defined goal will not be able to be simply “recognized” by your subconscious mind, and as a result, the risk of achieving it increases. A clear idea and formulation of the goal gives the result that you expected, otherwise it will not be what was planned.

Measurable- a category that determines the measurability of the goal in terms of indicators. The goal must be measured in some way - without measuring the goal, it is impossible to understand the quality of the result. You need to choose the unit of measure for your goal, whether it be a percentage, ratios, or units of quantitative values, indicators of maximum, average or minimum values etc.

In the case of choosing a quantitative indicator, you need to select the unit of measure, and if the indicator is qualitative, you need to define the ratio indicator. It is impossible to understand what is immeasurable by anything, and even more so the results of achievement. In other words, will you and others be able to notice change and movement forward?

Attainable- a category that determines the achievability of the goal. Achievability of the goal is the main parameter, with the help of it you can understand exactly how and under what conditions your goal is achievable. Before choosing a goal, the question always arises, about its reach, or in other words, achievability, is it possible to achieve it at all? Has anyone achieved something like this? For these questions to disappear, the goal must be made moderately ambitious, and achievable efforts must be planned in order to reasonable limits that you will apply. Do not fantasize, choose goals within your capabilities.

A goal is a fundamental part of approaching success. She is yours main motivation to achieve the solution of the set tasks. Remember that an unattainable goal is a bad goal. By setting an unattainable goal, your subconscious mind will constantly generate different kind excuses for not reaching it. This can lead to depression and stress.

Relevant- a category responsible for linking the goal to something and to the relevance of the goal itself. It helps to recognize the quality of the goal, its truth, and gives an answer to the question: “Why do I need this?”. It is necessary to make sure whether the intended result is needed, whether the goal itself is contrary to other tasks and plans. How does it meet your needs right now.

Timed- a category denoting the time limits for achieving the goal. The limitedness of the goal in time periods makes it possible to determine the end point of its achievement. You must set a goal for yourself in such a way as to be able to evaluate your actions at any moment or period of time, in order to be able to control and see a further scenario for the development of events.

Lack of a time plan to achieve the goal and without concrete analysis intermediate outcome indicators, all this can lead to a loss of clarity and certainty.

An example of goal setting using the SMART method

Target: "marry an oligarch". Such a goal does not at all correspond to the main criteria of the “smart” goal-setting methodology. Let's bring it into proper form so that the technology works. Let's start unwinding the method structure from the end:

• T - you need to immediately plan the timing of the marriage ceremony and set a time frame for it, for example, “exactly in a year”, “by the next February 29th”, “already in a month”.
• R - do you really need to go to the registry office or just a civil marriage is enough, it is better to formulate this moment clearly - “official marriage to take care of your own financial well-being” or “relationship with a wealthy person”.
• A - if you live in the provinces, then you should focus not on the Prince of Monaco, but on the local oil tycoon.
• M - a qualitative indicator of reachability is suitable here - “succeeded” or “nothing happened”.
• S - now you can clearly spell out own purpose so that the girlfriends do not have clarifying questions: “Officially register a marriage with any compatriot in the TOP-100 richest people in the world from the Fobbs magazine list by January 1, 2016.”

You just need to understand that the achievability of goals still depends more on yourself, so you don’t need to set limits for yourself, but simply clearly prescribe further steps to achieve the task.

SMART goal setting technology can be used everywhere, due to its versatility, it is applicable in various fields human activity. When applying the above method, you will be able to see for yourself its unique simplicity and effectiveness.

Still don't know what a SMART program is? Do you have a rough idea, but do not dare to take it? Then you should answer this question: how often do you set yourself? It's hard to answer, isn't it? This is why SMART planning is essential for a person, as the main task- this is the maximum help in achieving your own desires. Here you can set goals for yourself, and achieve them, then for the better.

A bit from the history of the SMART planning system

This tricky abbreviation means setting right tasks, their management and personal development. The person who invented SMART is not so well known, but one thing is clear - such a thing was invented for a reason, it carries deep meaning. Translated from of English language given word denotes an excellent characteristic of a person, i.e. "smart". That is why from the very beginning planning is called by this term, because it is a real smart formula. In his work, the scientist J. Doran actively applies the SMART methodology.

Deciphering the abbreviation SMART

1. S - specific - specific. That's right, the goal you set for yourself should be as specific as possible. There should be no water and additional questions to be asked. Do not confuse specific with simple. Simplicity will not bring the desired goal closer to realization. Specificity is the main quality of your task. Moreover, the goal must answer all five questions:

• what needs to be achieved?;
• why is it important what is desired, are there any benefits?;
• Who is working on the assigned task?
• where does the work take place?
• Are there any job restrictions?

1. M - measurable - measurable. For each goal, the scope of its achievement, as well as the degree of implementation, are important. These criteria are necessary, because without them it is impossible to control the process and evaluate the completed result. Measurability is like a work schedule that can be used to track time spent on work. It’s great if a person manages to finish the project before the specified deadline. This means that he uses measurable material to achieve his interests.
2. A - achievable - reachability. In order for the goal to be achieved, it is worth working on it. This quality in the SMART chain includes dedication, self-control, self-organization, ability to work. The task set for oneself should be smart, done not in vain. That's why reachability is important point.
3. R - relevant - relevance. Having set a clear task for yourself, you need to scroll through it in yourself several times and understand whether you need it all. Is what you decided to go for relevant enough? Is it even worth taking action? Will all this be useful for development in the future? If there is no answer to at least one question, it means that you set the wrong bar for yourself, which is worth striving for. The SMART goal should be as relevant as possible.
4. T - time-bound - time. Whatever the time frame, you should still achieve your goal as quickly as possible. Personal growth, development and implementation of the task depend on the pace. Time is a very loose concept, it has no boundaries. A person must create his own framework, in which he will definitely fit. And the best thing is to do everything ahead of time.

If SMART doesn't work

Sometimes SMART goals are not suitable for some people. The point here is not at all a bad technique, and not that people are doing something wrong, based on an abbreviation. Most likely, planning fails, because a person complex nature he can't bring himself to do anything. Here are just a few examples where SMART doesn't work:

1. It makes no sense to set a goal that in the end will not be achieved anyway. It's about about time and how the person plans to spend it. Is the task relevant if the time frame changes every day? If you have set a clear plan for yourself, then you need to follow it and not put it off until later.
2. Plan own actions – main part SMART, this cannot be ignored. If a person is too lazy to write his plan on paper, this already indicates that there will be no achievement. How to achieve something that is not even shown at least visually? Steps to the goal without a template are useless actions that will lead nowhere.
3. It is worth correcting a SMART idea if the result is not as important as the correct movement towards it.
4. SMART goals are not suitable for those people who believe that everything happens at the snap of a finger. Actions on a whim are not the best way to plan. Maybe someone this method helped a lot, but certainly not in SMARTing. Everyone can rely on luck, but taking the first steps towards the implementation of the plan is already a real job.

SMART goals: examples

All of the above theory is nothing compared to practice. So, the goal sounds like this: earn more. Now, consider SMART criteria to this task.

1. S- the specifics are how much more a person wants to earn. In numbers, it is also desirable not to be as accurate as possible. Not required to speak the exact amount, just give the exact percentage. For example, the amount earned should be 20% higher than current earnings. Want to take the bar higher? Don't be afraid of your own desires.
2. M– ask yourself, is it possible to measure income? Sit down and calculate what will be 120% of your current earnings. This will lead to a final measurable goal.
3. A- the goal in any scenario is achievable. Here you just need to try to bring it to life. A correct and clear statement of the problem is already the path to success. AT this case It is important to motivate yourself every day to achieve the desired result.
4. R- about whether your goal is real - only you can judge. But to make it easier to determine its relevance, here are a number of questions that are sure to help.

• Are you ready to immerse yourself in work in order to achieve the goal?;
• will you be able to cope with self-organization and guarantee yourself?;
• Will the achievement of the task at hand affect you and your family?;
• Are you willing to sacrifice to achieve the desired result?;
• are there any benefits?

These questions are not just for nothing, it is important to answer them honestly.

1. T- think about whether you can achieve what you want for certain time. Set a deadline for yourself and try to meet this period as much as possible. Think you can't do it in a short amount of time? Then, before reaching the goal, it is better to think about a longer period. It is worth remembering that this point is thought out before implementation paths are taken, and not after.

Nuances of SMART planning

Some people set themselves very rash goals. For example, ride a tiger, finish high school educational institution with a medal, swim across the ocean on a mattress. In fact, there are a lot of ideas - almost as many as fantasies. By the way, don't confuse goals with dreams. These are two completely different things that have nothing to do with each other. We do not like people who are too practical, but it is for them that SMART planning will seem logical and correct. Also, it is for such people that everything works out, since their goals are often achievable and specific. If you have a clear task to get a good higher education, then you should not forget that there are subparagraphs here:

• name a specific educational institution for admission, faculty, as well as enter there;
• attend classes, do homework and everything that the teacher asks;
• do not stop at studying within the framework of the university and develop on your own, great advice for this is tutors or training programs on a computer.

Why is it necessary to specify a time frame? A person can at least go all his life to his plan, many never achieve what they want so much. Why? They do not have a time frame for a SMART idea, although all other points are executed perfectly. The specified period is own motivation to success, an impetus to the fact that you need to act every day in order to have a result. Look at these 2 goals, they seem to be nothing special, but the time period is very clearly stated.

• by the end of this year, earn $ 60,000 by creating websites for the construction and decoration of apartments;
• learn in 3 years French to get a job in Paris.

SMART motivation

This point is no less important, because in order to do something, you need to catch fire with it. This is where motivation appears, which pushes a person to act. Along with motivation comes incentive, which is just as important. To make a SMART idea desirable, tell yourself every day that you can do it, you will succeed, victory is not far off. Your subconscious will begin to believe in it, such a quality as laziness will disappear. Little motivation? Watch a video about your goal, pay attention to the people who have achieved everything and were the same once as you. Write down on paper what you get in the end, reread it all to motivate yourself internally. It is worth knowing that the power of thought is a powerful thing, because almost everything that a person often thinks about comes true. Try to motivate yourself through this method as well.

Set to achieve a goal

For the task at hand, an appropriately excellent attitude is required. If you act without interest, then nothing will work. Think broader, creatively, look for the extraordinary and creative in everything, make unique decisions, don't be afraid to take risks. Many famous people achieved the desired results because they approached the SMART idea with a twinkle in their eyes, with avid interest. bright volume an example is businessmen who have overcome huge obstacles on their way to the goal. But now they have no problems in making money, because once upon a time they set the bar for themselves to achieve something, gained patience and turned the task into a very interesting stage own life. This period teaches something new, adds wisdom. Isn't that the most important thing - to be smart beyond your years? Achieving the goal is directly proportional to how wise and cunning you are in your decisions.

SMARTing is a genius thing, if you think about it carefully. It all depends on the person, how much he wants to achieve the bar set in front of him. Absolutely everyone can come to something in life, just not all people believe that they can do it. On the basis of experienced failures or a small amount of knowledge, we often neglect such an idea as SMART. We believe that all this is not for us, that only smart and experienced people can take advantage of this. In fact, everything is exactly the opposite. It is enough just to know what you want, and the rest will automatically follow the ingenious SMART technology.

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Without goals, we are nothing. Without seeing the end of the path, it is impossible to move along it. Without knowing end results plan, it is impossible to make the structure of the day. If before this your goals were abstract dreams, the time has come to turn them into a tangible reality. And there is a great tool for that.

Meet! SMART is a goal setting system.

What is SMART?

SMART is the one rare case when the abbreviation matches the content. The translation of the word smart sounds from English as "smart". Planning smarter. Great name!

The word itself is broken down into simple and understandable components. Each letter is endowed with meaning, and, here's the secret, until you can feel the essence of each term, the smart system for setting a goal will not work. Or it doesn't do its job well.

Why is that?

Because each element in this system matters: for understanding the goal, for its formation and achievement. Moreover, when creating the correct formulation of planned tasks according to “smart”, projects often undergo a transformation - previously unnoticed important aspects, nuances, and details emerge.

Let's decrypt:

S(specific). Specifically.

M(measured). Measurable.

A(Achievable). Achievable.

R(Relevant). Agreed.

T(Time). Time.

S - Specific. A specific goal is half the success

Everywhere they write: the goals of the smart system must be specific. But what does this mean?

Everything is simple! You need to clearly understand what the result should be for this goal.

Not just to lose weight, but to reduce the waist to 60 cm or see the scale arrow at 55 kg. Not to raise the company's sales, but to achieve better results than the same period in last year by 40%. Not "buy a house", but "earn 2 million in six months and buy a house in cottage village"XXX".

If the project requires the participation of some other person - an employee, partner, manager, then it is very important to get feedback on the specification of the goal. Otherwise, it may happen that the gym trainer is focused on achieving the final weight, and you are striving for the exact volume of your forms!

Even when looking at examples of the smart system for setting goals, we see not an abstract plan, but a clear picture. And this is very important for starting the work of the subconscious, which, having understood what a person needs, will begin to contribute in every possible way to the fulfillment of his desires. throw up right thoughts, to stimulate the right ideas, to guide them along the best route.

If you believe in the influence of the universe on us, then you can use this argument. The clearer the request to the Universe, the faster and more correctly it will be implemented.

It turns out, no matter how you explain the SMART phenomenon - there are solid pluses everywhere.

M - Measurable. Scales for measuring goals

The second important nuance.

SMART goals should be measurable. They should contain quantitative or understandable qualitative indicators, characteristics that will ultimately indicate that the goal has been achieved.

What can be used to measure:

• money - rubles, euros, dollars, tugriks;
• shares, percentages, ratios;
• reviews or other external evaluation criteria;
• likes, number of subscribers, "viewed" for articles;
• frequency of actions - every second user clicks "order";
• time - limited periods;
• fines - ;
• approval, approval, approval - obtaining a positive opinion of a specialist or manager.

You can find very strange options for measuring goals:

• "crosses" for embroiderers;
• schoolchildren's grades;
• competitions for teachers;
• the number of dishes every day at the hostess;

Everything that can be measured and valued should be measured and valued.

SMART goals - examples:

• lose weight by 10 kg
• print 5 articles per day
• meet 1 person a day
• get agreement from a lawyer

All examples are "cut off", as they are intended to demonstrate only the criterion of "measurability". More precise benchmarks for SMART goals at the end of the article.

A - Achievable. Is the dream achievable?

Let's say you are a normal office worker or a housewife, set a goal: in six months to get approval from the commission for a flight to the moon. Specifically? Measurable? All right!

Is it achievable? Hardly…

SMART is not a magic pill that will take you to a magic castle just for the right wording.

This is a system that focuses on the reality of being. This means that when considering any plans, it is important to correlate the available resources and capabilities with the desired result.

There are as many options for assessing achievability as the goals themselves and how to measure them. It:

• material and moral resources;
• time;
• skills;
• knowledge;
• financial opportunities;
• health…

R - Relevant. Align goal with reality!

An interesting point is the agreement of the goal. With what or with whom does it need to be “coordinated”?

With reality...

With existing plans...

With wishes...

What can happen if this item is excluded from SMART planning? Absurdity and complete impossibility of the formulated tasks.

Goals do not fit well: “get enough sleep”, “run at 5 in the morning”, “spend time with my husband after he returns from work at 24-00”. Or: “80% reduction in staff” and “200% profit return compared to last year.”

If there are contradictions, then it is necessary to revise and adjust the plans.

T - Time-bound. When to evaluate the result?

Time-bound - "limited in time." If the goal has no finite time limits, then it can be achieved indefinitely. Therefore, it is important to set boundaries within which desired plans must be implemented.

It is customary to share goals:

• Short-term - up to 100 days
• Medium-term - from a quarter to a year
• Long-term - for a period of 1 year or more

An interesting fact, but according to the SMART system, the goal should not only be limited in time, but also correlated with other plans. The chain is as follows: long-term dreams formulate the category of medium-term affairs, and those, in turn, are divided into short-term projects.

If traced this idea in reverse order, you can see the path of small steps from today to the big Dream.

SMART goal setting system: examples

As promised, here are a few reference examples that will help you understand the principles of formulating your desires:

1. Lose weight from 65 to 60 kg in 100 days
2. Achieve $100,000 per month by May 1, 2015
3. Write 1 article every day for a quarter
4. Relax for two weeks in June 2018 in Italy and visit Rome
5. Enter the free department of the Faculty of Engineering of UrFU in 2020
6. Learn 500 Spanish words by March 1, 2016
7. Buy a new car - a blue hatchback Chevrolet Aveo - by December of this year
8. Re-train in SEO with Shakhov - no later than this summer
9. Read and implement all blog articles on the site - by September 1, 2018.
10. Read once a week one developmental book on coaching, psychology, time management for six months.

SMART cheat sheets in pictures

Questions for formulating SMART goals

Correct goal setting according to the SMART system

Every company, regardless of size, must set business goals in order to increase profits, grow and move forward. SMART setting goals that are specific, measurable, achievable, realistic and timely is recognized as good management practice. SMART philosophy in setting goals is the clarity and clarity of the task, the basis for discussion and cooperation between departments of the enterprise, a powerful motivational tool.

Setting tasks according to the SMART principle is one of the most effective and frequently used tools in business.

“The tragedy in life is not that the goal is not achieved. Tragedy - if there is no goal to achieve, - Benjamin Mays.

Why you need to set SMART tasks

In Lewis Carroll's book Alice in the Wonderland» there is a wonderful dialogue between Alice and Cheshire cat:

“Tell me, what path can I get out of here?”
– Where are you going? The cat answered with a question.
“I don't know,” Alice replied.
“Well, then you will come there by any path.

« Go there, I don't know where"- happens only in fairy tales. You must know where you are going and clearly see the paths leading to the goal. SMART goal setting provides direction for managers and workers; determines the path to follow.

Goal setting is vital importance for efficient business operation. So, 50% of small businesses fail within the first five years of operation - many owners are spinning like " squirrel in a wheel, barely coping with current problems, and do not pay attention to the strategy, planning and goals of the enterprise.

Task setting system SMART structures information, helps to achieve financial goals, track progress and survive.

What are SMART tasks and how they work

The term SMART first appeared in 1981 in an article George Doran There's a SMART Way to Write Management's Goals and Objectives("It - smart way writing management goals and objectives). The word "smart" in translation into Russian means " smart”, and in this case it is an acronym for English words. SMART decryption:

• S specific
• M affordable
• A chievable
• R elevated
• T ime-bound

Since nothing stands still, the abbreviation SMART on this moment has multiple reading options. practical breakdown classical setting goals and objectives for SMART we put it in a table:

SMART task setting rules

SMART analysis provides a simple and clear framework for defining goals and objectives. Ease of use is another reason for the popularity of the system. It can be used by anyone, anywhere, and does not require special SMART goal setting skills.

“When schemes are thought out in advance, it is amazing how often circumstances will fit into them.” William Osler.

Specific task

What exactly do you want to achieve?

The more accurate your description, the more likely you are to get what you want. You could tell employees that the company's goal is to "increase sales" and nothing more. The problem is that such a wording is vague and will not push anyone to action.

To set a SMART goal, you must answer six questions: W»:

W questions for SMART goals

Who	Who	Who is involved?
What	What	What exactly do I want to achieve?
Where	Where	Determine location
When	When	Set time limits
Which	Which the	Defining Constraints
why	Why	What will you get by reaching the goal? Is it good for business?

For practical understanding, let's take an example of setting a SMART task:

This goal is specific enough to help keep your sales team moving in the right direction.

measurable goal

• Imagine that you sat down to play preference with your friends and decided not to write a bullet. You don't know who wins, how much, or when it will end. There is no motivation, why do we need such a game?

Formulate a task for SMART- means giving yourself and your employees the opportunity to evaluate how successfully you are moving towards your goal. A vague statement of the question leaves room for misinterpretation and will only end in irritation.

In the example above, the goal is to increase sales. If managers sell one extra unit per quarter, does that mean the task is completed? The format of setting SMART tasks involves the use of exact numbers: X% or Y thousand rubles.

achievable goal

The goal must be within the limits of available resources, knowledge and time. If you set any personal goal, it should be reasonable and safe. For example, “losing 10 kg in 3 days” is almost impossible, even using radical methods.

If you decide to send a figure of 100% to the sales department for the next quarter, and the turnover growth in the current period is only 5%, then such a goal is hardly achievable. An unrealistic task not only does not motivate employees, but has reverse effect – « if it is impossible to catch up, then there is nothing to run».

Relevant target

Relevant goal means relevant, relevant, adequate. In this step, you need to make sure that the goal is meaningful to you and aligns with other goals. Questions to ask:

• Is this task worth the resources and effort that will be required?
• Is it the right time to achieve the goal?
• Fits in overall strategy companies?

You can, of course, set a goal to “cut costs” and lay off sales people, but how do these actions relate to the goal of increasing turnover?

Another example from retail: in January, there is traditionally a decline in the activity of buyers, to approve a plan to increase clothing sales by 20% compared to December is both unrealistic and inappropriate.

Time limited

A business goal without boundaries is doomed to fail from the start. Creating precise time frames motivates, serves as a reminder to employees, and helps to maintain the set pace.

You can increase sales by 50% in the next quarter, year or five years, right? The goal deadline helps the team develop a plan of action to achieve the desired result.

So, let's put together our example of setting SMART tasks:

Cascading SMART tasks

The annual alignment of strategic and global SMART goals begins with the creation of a plan using cascading communications between company divisions. This approach ensures that all stakeholders ( investors, owners, employees) understand the needs of customers, the capabilities of the organization, and can draw conclusions about necessary actions to move forward and develop.

How to Write Cascading SMART Goals

1. At the level of the board of directors, decide on 4 - 6 strategic goals for a year.
2. Make them SMART visible to the level below.
3. Company departments develop their SMART tasks in accordance with the development plan.
4. Employees of the company set individual goals.

Cascading SMART tasks is a process that involves all employees in an organization. Its premise is to empower employees. Each person in the company sets their own smart goals, sees how their achievements affect the overall success. This crystallizes vertical and horizontal links between company departments and employees.

Management by SMART goals

Developing and setting goals is half the battle, it is important to regularly monitor indicators and, if necessary, adjust goals. Here we deviate a little from the topic of SMART tasks and touch on MBO – goal management system. A crisp vector, denoted by SMART goal setting, breakpoints are needed.

The final stage - remuneration. Since the goals were defined in a specific, measurable and temporal way, the scoring system is relatively simple. When you reward staff for completing tasks, you send a clear message that the effort put in by employees is valued.

1. Set up a performance monitoring plan - monthly or quarterly.
2. Evaluate and reward team efforts and performance. Rewarding success is the strongest motivator for employees.

The final scheme of SMART tasks looks like this:

SMART tasks in examples

“Goal setting is the first step to making the invisible visible.” - Anthony Robbins.

University Research Dominican The State of Illinois found that people who only “think” about their goals are 43% more successful in achieving what they want. Another group of subjects set and wrote down goals using the SMART formulation, with 78% success.

Example No. 1: solving a problem by setting a SMART task

Target: increase in sales. We discussed this example in detail above and deduced a suitable SMART setting:

“The sales department should increase sales of product line X this year in central region by 50%."

A detailed SMART goal would be something like this: “Two additional managers will be hired this year to increase product X sales by 50%. Planned sales growth: 10% in the first quarter, 15% in the second, 5% in the third and 20% in the fourth.

A SMART goal is extremely specific, measurable and realistic. taken into account seasonal fluctuations demand for product X and the steps to be taken to complete the task.

Example No. 2 of solving a problem by setting a SMART task

If everything is more or less clear with financial indicators, then the goal " provide good customer service' confuses many leaders. The first thing to recognize is that “providing a service” is not a goal, but an action. A goal is a result and an achievement, not a process that leads to it. What do you really need?

Customer relationships come down to two key points:

• the client must be satisfied;
• you need to keep loyal customers.

It would be possible to set the task "increase client base by 10% this year. This is already better, but not always the company has enough influence on potential customers.

In this case, reformulate in SMART: “increase customer satisfaction to 90% this year.”

• Specific: increasing customer loyalty and retention.
• Measurable: Questioning people who have used the company's product or services.
• Achievable: the previous period showed a figure of 70%, increasing satisfaction by 20% is a realistic goal.
• Relevant: A repeat clientele brings obvious benefits to the business.
• Time limited: A time threshold is set.

The SMART formulation is aligned with the original goal of providing good customer service, producing a concrete and measurable result that is achievable. The designated target date keeps the staff motivated and subtotals can be monitored once in a certain period.

Cascading SMART tasks will deepen and detail specific goals directly for employees. This may be the work of the HR department with personnel to increase motivation, testing and training programs, developing a questionnaire for feedback with clients, etc.

10 steps to setting SMART goals

1. Define goals. What do you want to achieve, what do you need to focus on, what do you want to improve?
2. Write using the SMART principle. Pen on paper or text editor The spelling of words separates desires from goals.
3. Analyze what needs to be done to achieve the recorded goals.
4. Make a list of benefits for you successful execution goals. Separately, write down the possible obstacles that may be encountered on the way.
5. If you set goals personal growth, break them down into more small tasks. In business, use the SMART cascading method.
6. Develop an action plan, as in the examples above: hiring employees, increasing sales by 10% per quarter, and so on. Set deadlines.
7. Periodically monitor the progress of tasks.
8. Revise or update short-term goals as needed.
9. Reward employees (and yourself) for successful promotions.
10. Reassess your goals – they are not sculptures carved in stone. With the passage of life under the influence of external and internal circumstances, they can change.

Using a SMART approach to focus business development efforts can be the catalyst your team needs. Once the goals are set, the action plan is created, you need to continue to look for points of improvement and opportunities for feedback. The SMART approach is closely related to motivational goals employees who contribute to the company, contributing to the success and prosperity of the business.

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