SMART to outsmart!

"I am a pretty smart person. Even phones are smart these days! What could this blog possibly be about?"

This must probably be running through your mind, Mr./Ms. Smart person with a smartphone. 
However, the SMART that this blog post is about, is an acronym for giving criteria to guide in the setting of objectives, for example in project management, employee-performance management and personal development. The principal advantage of SMART objectives is that they are easier to understand and to know when they have been done.
Often the term S.M.A.R.T. Goals and S.M.A.R.T. Objectives will surface. Although the acronym SMART generally stays the same, objectives and goals can differ. Goals are the distinct purpose that is to be anticipated from the assignment or project. Objectives on the other hand are the determined steps that will direct full completion of the project goals.
The first-known use of the term occurs in the November 1981 issue of Management Review by George T. Doran. It was in a paper called "There's a S.M.A.R.T. way to write management's goals and objectives". It discussed the importance of objectives and the difficulty of setting them.

Ideally speaking, each corporate, department, and section objective should be:

• Specific – target a specific area for improvement.
• Measurable – quantify or at least suggest an indicator of progress.
• Assignable – specify who will do it.
• Realistic – state what results can realistically be achieved, given available resources.
• Time-related – specify when the result(s) can be achieved.

For SMART goals, the definitions slightly change as follows:

• Specific – Be as clear and specific as possible with what you want to achieve. The more narrow your goal, the more you’ll understand the steps necessary to achieve it.
• Measurable – Setting milestones along the way will give you the opportunity to re-evaluate and course-correct as needed.
• Achievable – Setting goals you can reasonably accomplish within a certain time frame will help keep you motivated and focused.
• Relevant – When setting goals for yourself, consider whether or not they are relevant. Each of your goals should align with your values and larger, long-term goals.
• Time-based – An end-date can help provide motivation and help you prioritize.

The above mentioned points set a basic guideline regarding the setting of goals and objectives. So the next time you set one, do run through them for a successful end result!😀