This document provides guidelines for creating SMART development goals, including:
1. Development goals should be specific, measurable, achievable, results-oriented, and time-bound.
2. Goals should focus on observable behaviors and business outcomes, not just attending training. They must also be challenging but achievable with support.
3. Examples of poor goals that lack specificity, measurability, achievability are provided alongside revised SMART examples that address these criteria.
This document provides guidelines for creating SMART development goals, including:
1. Development goals should be specific, measurable, achievable, results-oriented, and time-bound.
2. Goals should focus on observable behaviors and business outcomes, not just attending training. They must also be challenging but achievable with support.
3. Examples of poor goals that lack specificity, measurability, achievability are provided alongside revised SMART examples that address these criteria.
This document provides guidelines for creating SMART development goals, including:
1. Development goals should be specific, measurable, achievable, results-oriented, and time-bound.
2. Goals should focus on observable behaviors and business outcomes, not just attending training. They must also be challenging but achievable with support.
3. Examples of poor goals that lack specificity, measurability, achievability are provided alongside revised SMART examples that address these criteria.
PROCESS: Purpose: To provide you with some guidelines and a thought process for creating truly 1. Leader provides SMART development goals, and then discussing them with your leader and getting copies of this document his/her support. to all team members. Mastering new skills that will drive your success at work, begins with setting SMART development goals. 2. Leader reviews tool with direct reports (in SPECIFIC—Development goals should be specific concerning observable actions, a team meeting) and behaviors or business outcomes you are trying to achieve. asks them to use the process to prepare for Because outcomes are often harder to capture in a development setting, there is a their Development Goals tendency to focus on developmental processes. For example, attending a class on Conversation. mentoring is part of the process. The outcome, getting new employees up to speed faster, is much more important, and should be the focus of the goal. 3. Leader meets with MEASURABLE—Given our understanding of outcome-oriented objectives, we need to each individual to focus on how to measure the correct application of skill. In most cases, this means that discuss her or his we will be measuring a person’s improved behavior or increased ability to achieve work development goals. outcomes: •B ehavior can be observed by other people. Accordingly, one way to measure a development objective is to have it verified by an informed observer who is looking for pre-defined behaviors or actions. (See example # 3 on the next page.) •A bility can often be measured in terms of specific task or project outcomes. (See example #2 on the next page.) “Whatever you can do, or dream ACHIEVABLE WITH CHALLENGE— Acquiring new habits or mastering new skills is not realistic unless one has the necessary support. This support could include the time you can . . . begin and access to appropriate training opportunities. More importantly, this support needs to it; boldness has include opportunities to practice and receive feedback. And the best way for individuals genius, power and to secure this support from management is to show the link between their development magic in it.” goals and specific outcomes that matter to the business. In addition, development goals Johann von Goethe are not usually relevant if they fail to build on your talents and passions. To understand what “challenge” means in terms of development goals, we need to distinguish between knowledge and skill. Knowledge comes from traditional development processes such as taking a class or reading articles. Skill is the ability to apply that knowledge in ways that lead to effective decisions, appropriate actions and better business results. Skills, correctly applied, are the outcomes that we are seeking. Developing skills requires significantly more effort and commitment than acquiring knowledge. Applying the principle of “Learning by Doing” will help you write goals that are more challenging. In addition, challenge requires that the development goal be outcome rather than process focused. And finally, a truly challenging goal can probably not be achieved without help from others. RESULTS-ORIENTED—The goal must be aligned with short- or long-term business needs, and with the career interests and development needs of the individual. TIME-BOUND—As with business goals, development goals need to be supported with specific action-steps and milestones, and a date by which the new skill is to be mastered.
Source: Targeted Learning
My Leadership | Managing My Career
CREATING SMART ER DEVELOPMENT GOALS
CHECKLIST Poor Examples: SMART Examples: SPECIFIC 1. D evelop technical expertise 1. D evelop technical expertise Identify what you will do in both the SAP Supply and in both the SAP Supply and clearly and without ambiguity, Distribution and the Materials Distribution and the Materials i.e. observable, state outcomes Management modules. Management modules to Start with an action word. become the department power user and trainer by the end of Clear to a third party the first quarter. Average trainer ratings (using standard workshop MEASURABLE evaluation forms) to be 3.7 or Depict the outcome in higher by the end of the 3rd observable terms, numerical quarter. terms when possible. 2. A ttend a marketing class oriented 2. D evelop and demonstrate Specify resources to be used. to creating a customer focus and greater customer focus: attend achieve a B grade or higher. a marketing/customer service ACHIEVABLE class (1st quarter); create and Ensure the objectives are implement a plan that will reduce realistic, but challenging. overall complaints and returns by 20 percent—by end of 3rd Within accountability and quarter. control (at least partly) Supported (by leader and 3. A ttend a class on interpersonal 3. C onsistently demonstrate effective others) communication skills. interpersonal/listening skills as rated by my fellow team Breakthrough vs. incremental members. By August 1st, and Requires new skills/methods/ monthly thereafter, I should get processes a 4 or better (on a 5 point scale) as rated according to the RESULTS-ORIENTED agreed-upon list of six specific listening behaviors. Describe an outcome, rather than an activity. Focus on 4. Improve my leadership skills. 4. D evelop greater leadership something that will impact skills by recruiting at least 10 your team, department or volunteers to work with me organization. on a United Way campaign Aligned with individual’s to raise funds for a homeless interests and development shelter. Keep a daily journal needs on my successes and failures, and leadership lessons learned. TIME-BOUND Financial targets and milestones to be set by the team by the end Have a deadline or target date of March. for achieving the objective. Milestones