The SMART goal-setting criteria has surely stood the test of time. I would like to highlight "Specific" Setting specific goals helps you stay on track and even exceed your own limitations. It gives you purpose.

Be flexible. It is important to pursue progress over perfection. While you still have your eyes on the big goal small wins can keep the team motivated. Having an audacious goal is inspiring but the inability to achieve even with best efforts can be disappointing. Setting the "right" goal which is challenging enough but not impossible to achieve is the key to continued success.

I found that the most important element in SMART goals framework in the notion of Measurability. Many times we want something but we cannot easily quantify it, thus it's impossible to know if the goal has been actually achieved or not. Here is a concrete example of how to make your goal measurable: - If you learn a new language, sign up for an exam and think about the exact grade / level you want to reach, it will definitely boost your motivation and make your goal more tangible.

The secret lies in the understanding of their capabilities and to see how far these values are from the surface. Then the timeframe of the first step can be established. Real achievements start here when the discovered merits transferred into action. The map of inner and outer hurdles needs to be drawn and ticked off as they are demolished. I usually set up an individual point system where the goal is the 100%. To overcome inner hurdles are more strenuous and time consuming so their value is higher. Since human beings are not robots, this evaluation system recognises the need for a pivot in the goal if necessary and transfer the 100% to the new aim. It should never be considered as a setback and compared to the achievements of others.

In my experience, SMART goals are strongest when they bend the knee to one's larger intentions. Intentions, wisely capture how one defines oneself through the following: ✔️ Values ✔️ Strengths ✔️ Internal Drivers And then combines that definition of self with wants and desires to divine larger intentions. Without intentions alignment, the SMART-est goals in the world will be great plans with varied execution. And that could lead someone to disregard SMART goals entirely.

How do you eat an elephant? By cutting it into pieces. Breaking down goals into timelines and deliverables which seem achievable is paramount to success. If you have a large goal but no one knows how it will be achieved then it won't serve as a goal. It will just become a wish.

A way to measure progress is to break down your goals into smaller and more manageable steps. This helps you focus on the actions you need to take, and avoid feeling overwhelmed or discouraged by the distance between your current and desired state. Breaking down your goals also allows you to create milestones and checkpoints that you can use to track your progress and celebrate your achievements

Setting goals is very fun and inspiring, but the execution can be very overwhelming especially when you start to consider all the work involved. This is where you need to break down your goals. Break them down to yearly, quarterly, monthly, weekly, and then daily. This really allows you to enjoy the execution and take away all the pressure. Remember not to fret so much when you don't achieve your goals within your timeline, as long as you are true to yourself and your work it will all happen in time.

In most productions situations, we tend to work backward from larger outcomes to set targets that build to that final goal. James Clear captured the fallacy of this thinking best when he wrote, "We don't rise to the level of our goals. We fail to the level of our systems." Goals that align with our intentions, which include our values, strengths, and internal drivers, are only one part. The strategy has to be realistic and effective. An A+ plan with D-level execution is far worse than a D-level plan with A+ execution.

Breaking down goals is key because it turns large, overwhelming objectives into manageable steps. This approach not only makes the process less daunting but also allows for tracking progress more effectively, leading to higher motivation and better chances of success.

You want to know that you are making progress and in the right direction. One way to effectively track this is using tools like software, journals, and Google Suite depending on how you like to view your information.

Here, I break from traditional thinking a little. The longer tradition of goal setting focuses on quantitative metrics as the standard. There are team members who are simply too round of a peg to cram into that square hole. For such team members, it would far wiser (read: motivating and engaging) to establish qualitative metrics. This really opens up a whole world of possibilities, which can be both scary and exciting.

Qualitative and quantitative indicators are essential as they offer a comprehensive view of performance. Quantitative indicators provide measurable, data-driven insights, while qualitative indicators offer context and deeper understanding of the nuances behind the numbers. Together, they ensure a well-rounded evaluation of progress and outcomes.

It is important to make SMART goals. However, the key to achieving those goals will be to review the barriers or obstacles that will prevent the individual from achieving the goal. Once the barriers have been identified, then it becomes easier to recognize them when they occur and use mechanisms or strategies to overcome them.

In my years in leadership roles, the biggest failing I found with most plans beyond being not plausible in some way, is plans that bake in zero follow-up. Or it's baked in, but then skipped. This just teaches people that the plan doesn't matter. And then they disengage from caring. That's not good for anybody.

Regularly reviewing progress is crucial because it helps identify what's working and what's not. This allows for timely adjustments and keeps you aligned with your goals, ensuring continuous improvement and the ability to respond effectively to changing circumstances.

Growth doesn't happen in a vacuum. Get out and network, join a community of similar interests. You'll be surprised by how much you can learn from others and just how similar your experiences are. You can also get a coach who guides you and gives regular feedback.

Feedback can be derived at three points on any planning timeline. ✔️ Before - Does this plan make sense? ✔️ During - How is this plan going? ✔️ After - What can we learn from this plan? We're wise to create a habit around all three.

Enjoy the Journey! Despite all that is going on in the world, you want to ensure that you are grounded and that you are enjoying the journey. One way to do this is to know that: 1. Good and bad come in turn and growth happens in the bad. So enjoy the good times and grow from the bad. 2. Time management is self-management. Don't get caught up in the shoulds, enjoy every day as it comes. 3. Just breathe it will all work out.

If you're like me and find the SMART method challenging due to its extensive planning. Try the PACT method. This method helped me enjoy the process and surpass my goals. The PACT method concentrates on the output instead of the outcome. PACT stands for: Purpose - understanding why you're pursuing a goal, ensuring your efforts align with your objectives Actions - the importance of action over prolonged planning. Planning is necessary but immediate action provides a sense of progress Continuous - reminds us to keep moving forward, avoiding excessive research or planning Trackable - monitor your progress, keeping you on track and motivated Which ever method you choose make sure it is something that motivates you to achieve your goals.

All true but I would say that when we set goals, it's common to rely on measurable metrics, but let's not underestimate the power of intangible progress. While metrics provide clear benchmarks, the little shifts in team dynamics, the unspoken understanding, and the shared enthusiasm can be equally vital indicators of success. Sometimes, the immeasurable aspects pave the way for breakthroughs that defy conventional measurement. So, in our pursuit of goals, let's appreciate the intangible forces that drive innovation and foster collaboration

Break down your goals into smaller, manageable tasks. Create a timeline with deadlines for each task, allowing you to track your progress incrementally. Regularly review and adjust your plan based on the achieved milestones and any challenges encountered. Reflect on what’s working well and what needs improvement to stay on course.

It’s very hard to measure the progress of our goals because we’ve been indoctrinated to think of them as stand alones. Goals are just sign posts, think of them as the right and left (directions) turns you take when going to a definitive destination (vision). Therefore goals always ought to be derived from your vision, without a vision your goals are not as meaningful, inspirational, and momentous as they ought to be. So goals are your measurements of progress only when they’re attached to a bigger picture. Vision first then decode it into goals which will lead you to your definitive destination (vision) with each accomplishment of a goal regardless of its size.

Set your bench marks or Yellow / Green lights for your progress. Sometimes while setting up goals, you may forget setting up the benchmarks or yellow/ green lights for each stage. To each it may differ. Having clear bench marks will help you measure your progress also give you the timeline to focus on the next part of your goal. Creating SMART goals helps. Emphasis on the realistic part of it . Realistic on time , specific , measurable, and achievable helps in understanding the stages of progress.