Smart Study

Introduction

E

Setting SMART

Objectives

Checklist 231

PL

Objectives set out what a business is trying to achieve. It is important for leaders and managers to get the

process of setting objectives right, as inadequately formulated objectives could guide an individual, a team or

an organisation in the wrong direction. Specific and measurable objectives provide a definition of the success

of a project or initiative. Achievable and realistic objectives engage and motivate individuals. Time -bound

objectives ensure that all stakeholders agree when it is to be achieved.

SMART is an acronym that has been credited to both Peter Drucker (1955) and G.T.Doran (1991), thoug h it is

difficult to identify whether either of these two were really the first people to use the term ‘SMART’ with reference

to objectives. The term SMART is now in common usage among managers who use SMART to set objectives

within appraisal and performance management systems.

SMART i.e. specific, measurable, achievable, realistic and timely

SA

M

Specific – outline in a clear statement precisely what is required.

Measurable – include a measure to enable you to monitor progress and to know when the objective

has been achieved.

Achievable – objectives can be designed to be challenging, but it is important that failure is not built

into objectives. Employees and managers should agree to the objectives to ensure commitment to

them.

Realistic - focus on outcomes rather than the means of achieving them

Timely - (or time-bound) – agree the date by which the outcome must be achieved.

Definition

An objective is a statement which describes what an individual, team or organisation is hoping to achieve.

Objectives are 'SMART' if they are specific, measurable, achievable, realistic and, timely (or time-bound).

Action checklist

1.

Specific

Objectives should be specific. They should specifically describe the result that is desired in a way that is ,

detailed, focused...