Smarter Goals

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					      “S.M.A.R.T.E.R.” goals
Work Life Balance at Your Business




   You are probably aware of making sure your Goals are
   SMART (Specific, Measurable, Attainable, Realistic, Timely),
   but at Nurture, we also believe believe for your personal
   Goals to be effective, you should also make your goals
   Enticing and Rewarding - SMARTER
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       KPI of Staff Development
• A performance indicator or key performance
  indicator (KPI) is industry jargon for a type of
  performance measurement.
• The practice of SMARTER GOALS have been
  around since 1981.
• Attitude is Everything, Creating staff success in
  development


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             The Old Way




Don’t be conceptual, work towards a project with a real conclusion
             Keep your goals short and snappy
               Give your goal a visual element


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When we talk Goals What do yours say




                           The very first step in all projects: business,
                           home, or education, is to define goals and
                           objectives. This step defines the projects
                           outcome and the steps required to achieve
                           that outcome. People, including project
                           managers, do not spend sufficient time on this
                           step or complete it incorrectly thereby
                           ensuring an unsuccessful project completion.


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      Your Goals are your Project
Projects are divided into six stages:
• Definition
• Initiation
• Planning
• Execution
• Monitoring & Control
• Closure

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   WHY ARE GOALS IMPORTANT?
• Some of the benefits are: (NOTWITHSTANDING)
  1) Better leadership results (success).
  2) Improved communication.
  3) Improved decision making.
  4) Framework upon which to build motivations.
  5) Improved commitment through participation.
  6) Better use of organization - responsibilities are
  clarified, allowing for better delegation.
  7) Identification of problem areas.
  8) Increased creativity and innovation.

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                            Specific

• The first term stresses the need for a specific goal over and
  against a more general one. This means the goal is clear
  and unambiguous; without vagaries and platitudes. To
  make goals specific, they must tell a team exactly what is
  expected, why is it important, who’s involved, where is it
  going to happen and which attributes are important.
• A specific goal will usually answer the five "W" questions:
• What: What do I want to accomplish?
• Why: Specific reasons, purpose or benefits of
  accomplishing the goal.
• Who: Who is involved?
• Where: Identify a location.
• Which: Identify requirements and constraints.
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                      Measurable

• The second term stresses the need for concrete criteria for
  measuring progress toward the attainment of the goal. The
  thought behind this is that if a goal is not measurable, it is
  not possible to know whether a team is making progress
  toward successful completion. Measuring progress is
  supposed to help a team stay on track, reach its target
  dates, and experience the exhilaration of achievement that
  spurs it on to continued effort required to reach the
  ultimate goal.
• A measurable goal will usually answer questions such as:
• How much?
• How many?
• How will I know when it is accomplished?

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                 Attainable
        Build for Success not Failure
• The third term stresses the importance of goals that are
  realistic and attainable. While an attainable goal may
  stretch a team in order to achieve it, the goal is not
  extreme. That is, the goals are neither out of reach nor
  below standard performance, as these may be considered
  meaningless. When you identify goals that are most
  important to you, you begin to figure out ways you can
  make them come true. You develop the attitudes, abilities,
  skills, and financial capacity to reach them. The theory
  states that an attainable goal may cause goal-setters to
  identify previously overlooked opportunities to bring
  themselves closer to the achievement of their goals.
• An attainable goal will usually answer the question:
• How: How can the goal be accomplished?
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                        Relevant

• Relevant goals (when met) drive the team,
  department, and organization forward. A goal that
  supports or is in alignment with other goals would be
  considered a relevant goal.
• A relevant goal can answer yes to these questions:
• Does this seem worthwhile?
• Is this the right time?
• Does this match our other efforts/needs?
• Are you the right person?
• Is this acceptable for correction?

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                     Time-bound

• The fifth term stresses the importance of grounding goals
  within a time frame, giving them a target date. A
  commitment to a deadline helps a team focus their efforts
  on completion of the goal on or before the due date. This
  part of the S.M.A.R.T. goal criteria is intended to prevent
  goals from being overtaken by the day-to-day crises that
  invariably arise in an organization. A time-bound goal is
  intended to establish a sense of urgency.
• A time-bound goal will usually answer the question:
• When?
• What can I do 6 months from now?
• What can I do 6 weeks from now?
• What can I do today?

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    The “ E and R” of your Career
• Enticing - make sure you have written/defined
  you Goal in an interesting and attractive way
  (maybe also add a picture).
• Rewarding - make sure you have set yourself a
  reward once the Goal is achieved
Enjoy The Ride
• Achieving great things through your goals doesn’t
  have to be stressful. Don’t let the fact that you
  have big, significant goals hold you back from
  pursuing your ambitions.
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        Kick the process in Gear
1. Plot them on a timeline.
• Most people set goals in one-year increments.
  Think bigger than that. Research indicates that
  successful people plan at least three years out.
2. Jump-start your efforts.
• It’s easy to set impressive goals every January,
  then forget about them until December.


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3. Get it in writing.
• Record your Vision Goals, 365 Goals and Now
  Goals on paper, along with your action plans
  for each.
4. Assign due dates.
• Part of your process should include breaking
  action plans down into small steps and
  assigning each one a due date
5. Define your investment.
• Determine how much each step will cost, in
  terms of dollars, time, research, energy.
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   Obstacles and Test the Sucess
6. Identify your obstacles.
• Be proactive: Determine what hurdles stand
  between you and your goals and how you can
  best overcome them.
7. Put your goals to the SMART test.
• You’ve probably heard of the concept of
  SMART goals


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Similar to the USA Marine Corp




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Semper Fidelis




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Set the Journey not the Page




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   Its about You and Us together
• The SMART acronym is a great tool for making
  sure our goals and instructions are specific,
  measurable, attainable, relevant, and timed. It
  helps us clarify what we want to accomplish
  and set deadlines to make sure it produces the
  results we want in the timeframe we need.
  Here are six steps that will help you formulate
  your goals in the most effective way possible.

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