Mastering SMART Goals: The Ultimate Guide

Have you ever wanted to sit down and set goals for yourself but felt like the process was complex and mysterious? Knowing how to set SMART goals is critical to establishing objectives that will stay top of mind and, more importantly, be achievable.

SMART goals are actionable, measurable, attainable, and time-bound – simply put, they’re easier to focus on carrying out and make it much more likely that you’ll achieve them.

For example, if your goal is to get a promotion at work, ‘get a promotion’ isn’t enough; you need something clearer and easier to track progress.

Breaking the process down into manageable steps can help simplify even the most difficult of objectives – which is why “Mastering SMART Goals: The Ultimate Guide” was created! In this article, I will provide a comprehensive guide to setting SMART goals organizationally.

We’ve all heard quotes like, “A goal without a plan is just a wish” and other motivational, feel-good maxims. That’s what New Year’s resolutions are. Whether you resolve to lose weight or make a million dollars doesn’t matter. These are goals. However, setting a goal and reaching it are two different things.

Unfortunately, most people never have the commitment, consistency, and fortitude to stay on track until they reach their goal destination. In this article, you’ll learn what SMART goals are and how to apply them.

What is a SMART Goal?

SMART is an acronym that’s used to define the five qualities a goal should have:

• S – Specific
• M – Measurable
• A – Achievable
• R – Relevant
• T – Time-bound

Now let’s see what these terms mean…

Specific

When setting a SMART goal, the first point is that it has to be specific. For example, if you’re overweight and hope to shed stubborn pounds, setting a goal like, “I want to lose weight!” is a bold but incorrect goal.

It should be specific. How much weight do you want to lose? 1 pound? 40 pounds? A goal such as “I wish to lose 40 pounds”… is specific. Excellent, but we’re not done yet.

Measurable

Is there a way you can measure your progress in the above example? Of course, there is. You can weigh yourself on a scale or use a measuring tape to see if the inches have come off. There must be a way to measure your progress.

If you have a goal of getting fit, how will you measure it? How will you even know?

Setting a measurable goal will help. For example, if you run a mile in 7 minutes, setting a goal of running a mile in 6 minutes will be measurable, and of course, you’ll need to be fitter to pull it off. So, always ensure that you can measure your progress.

Watch video

Achievable

This is tricky because there’s so much talk about thinking big and setting BIG goals. Aiming to be the best is good, but you must be realistic.

If you’re 40 pounds overweight, your goal of winning a professional bodybuilder in 6 months is NOT achievable. It may sound good and motivational – and has a lot of “oomph!” factor to it, but you’ll never pull it off if you don’t do it in stages.

The first step will be to lose all your excess fat. That should be your initial goal. Shelve the bodybuilding ambitions for now. Once the weight has come off, you can set a goal of gaining 10-15 pounds of muscle.

Once that’s done, you can move on to the next step. But, in the short term, set achievable goals that won’t overwhelm you.

Relevance

Just because you can do something doesn’t mean you need to. It’s imperative to ask yourself if your goal is something you genuinely want. Far too often, people set goals just because they’re influenced by what other people have.

For example, if you’re influenced by the lifestyle photos that some millionaires constantly post on Instagram, your goal might be to become a millionaire. But is that what you want?

Most people would be happy earning 50 thousand more a year than they currently are. However, the sacrifices required to make a million dollars may be too much for them to bear… and why should they, if they’ll be pleased earning $150,000 a year?

So, ask yourself what you want…, and if your goal is essential that’s and aligns with your values.

Time-bound

Canadian businessman Robert Herjavec once said, “A goal without a timeline is just a dream.” He’s right.

It would be best if you had a deadline so that it lends impetus to your endeavor. But, once again, we need to be realistic here.

Rome wasn’t built in a day, but they were laying bricks every hour. Following the example above regarding weight loss, if you wish to lose 40 pounds, most weight loss books will tell you that losing 1-2 pounds a week is healthy.

That means it will take about 10 to 20 weeks to shed all 40 pounds. This is a realistic time frame. It’ll usually take longer because your body needs time to adapt, and you may hit a plateau.

What if you set a goal to lose all 40 pounds in 4 weeks? This will be a very unrealistic time frame. No matter how hard you exercise or starve yourself, achieving this goal is highly unlikely, and even if you do, it will not be healthy or sustainable.

It may be beneficial to consider setting a more realistic deadline. Don’t panic or feel discouraged if you still have not met your goal by the deadline. This is normal. Endeavors often exceed the expected time frame.

Move the deadline by another month or a few more months, depending on the goal… and keep moving ahead without losing steam. That’s how you achieve your goals.

Using the SMART method for goal-setting, evaluate your current goals to see if they align with the established criteria. After setting your SMART goals, it is recommended to review them daily and write them down to ensure they are consistently at the forefront of your mind, leading you toward achievement.

“Keep your eyes on the stars, and your feet on the ground.” – Theodore Roosevelt.

The Power of Persistence: How to Stay Motivated When Pursuing Your Goals

A few people in this world can succeed without any goals or plans. They are either lucky or made some otherworldly deal. For the rest of us, having a plan is probably the only way to succeed in what we want.

It makes no sense to persevere if you choose the wrong plan. Instead, you can strive to complete goals by setting goals that you will use to persist. This doesn’t mean that all the goals or tasks will be correct. But you can find alternatives when needed. At least when you have a plan, you have a reason to pursue them.

There are many ways to set goals, but one of the more acceptable ways is to start with high-level goals. Then, for each of those high-level goals, define the tasks it would take to accomplish them. Set milestones to measure how you are doing at each step. It’s okay to make adjustments along the way, even to high-level goals. But, the key is to use this as a roadmap to keep going. That is the best way to get to where you want to go. Perseverance will play a significant role here.

If you give up at any point, don’t beat yourself up too much. Instead, either start over or, if possible, pick up where you left off. Then, when you finally accomplish your goals and milestones, it will be much more worth the effort.

Sometimes, people don’t get back to their goals. Either they gave up too quickly or weren’t meant to make them happen. If this happens to you, find out what you want from those goals and if they are right for you. It is okay if they aren’t, but make sure you don’t give up because it is easier. You don’t want to live with regrets.

Behavior vs. Outcome-Based Goals

Have you ever set a goal for yourself only to feel defeated when you didn’t achieve it? For example, maybe you wanted to lose 10 pounds but only lost 5, or you aimed to read 50 books in a year but only finished 30. It’s time to consider whether your goals are behavior-based or outcome-based.

Behavior-based goals focus on actions to reach our desired outcome, while outcome-based plans focus solely on achieving a specific result. The problem with outcome-based goals is that we often have little control over the outcome, leading to frustration and disappointment.

This section will explore the difference between behavior-based and outcome-based goals and why the former can lead to more sustainable and fulfilling progress.

Behavior-Based Goals

Behavior-based goals are typically changes you make to how you act. For instance, handling stress better, being nicer to others, and spending less time procrastinating are all examples of behavior-based goals. They focus on how you feel and behave rather than just looking at your actions’ outcome.

Behavior-based goals are related to outcome-based goals, but they have distinct differences. For example, changing one’s thought process can lead to a noticeable outcome difference. It’s important to reflect on your emotions when completing a task to achieve behavior-based goals, which may result in a pleasant side effect. For example, do you find yourself becoming short-tempered with colleagues when working towards a deadline while feeling fatigued? Taking note of your emotions when you are not feeling well and actively working to improve can lead to a more positive and effective outcome.

Outcome-Based Goals

Outcome-based goals are changes you make to your performance. For instance, answering your emails faster, reducing the number of errors you make, and getting projects done on time are all outcome-based goals. They focus on the outcome of your actions rather than how you feel about performing your tasks.

Outcome-based goals tend to be easier to quantify. For example, you can count the emails you respond to before lunch and keep track of the amount of time you spend on a specific project. For this reason, most people focus on making outcome-based goals. After all, your progress is so much simpler to quantify.

Making Them Work Together

Achieving success requires combining behavior-based goals and outcome-based goals. One possible solution to resolving a problem is to modify your behavior and observe the resulting changes in your outcomes. Distinguishing between the two can be challenging, which is acceptable. It’s important to remember that performance is a combination of multiple factors. Maintaining a positive mindset is just as crucial as putting in the effort to succeed.

Conclusion

In conclusion, both behavior and outcome-based goals have their advantages and disadvantages. While outcome-based goals can motivate people to achieve their desired results, they can create unnecessary pressure and frustration. Behavior-based goals, on the other hand, focus on the process and are more achievable, leading to long-term behavior change. Ultimately, it’s essential to find a balance between the two and focus on setting realistic goals that align with your values and priorities. Remember, the key to success is consistency, patience, and a willingness to learn and adapt.