How do you know if your goals are worth achieving? This was a very tough question that I was forced to wrestle with myself just a few years ago. I was great at setting goals but not so great at achieving them. It wasn't that I didn't have drive or that I wasn't pushing forward, it was that my goals were weak.
Goals should be maps to where you want to go. If you have vague, ambiguous goals, you're not going to end up where you want. Goals are really important to set a destination for where you're trying to go. That's a really famous and funny quote from Yogi Berra. The reality is it's true and we need to make sure that we're setting the right goals. That's where smart goals come into play.
SMART goals are specific, measurable, attainable, realistic, and they're also time-bound. SMART goals have helped me plan better strategies, not just for my business but for my clients as well. It helps us also build a better story of what those goals mean and why we're trying to accomplish them.
Let's break down what smart goals are and then how we can use them to make better SEO, marketing, and business plans for ourselves. Let's start with the S which stands for specific. Now when we set a goal we need to be very specific about what we want. If your goal is just kind of ambiguous you never really know whether or not you achieve it. So, I want to grow my business this year sounds like a great goal, but really if you say I want to 10x my revenue over the next six months, that's a lot more specific.
That goal actually has some specificity around it so you know exactly where you're headed. When you're setting goals make sure that you start with something very specific that you want.
Now that you have a specific goal you need to have a way to measure that goal. Again, you set that goal: I want to 10x my revenue in the next six months. So, the measure of that goal is the revenue. What your revenue is now, what you want it to be in the next six months, and then you can actually measure how you're getting towards that goal.
You can manage what you measure. That's why it's important to have those numbers attached to that goal, so you have a specific goal that you can measure, so you know where you're going, if you're heading in the right direction or not. Because if you can't measure it, how do you really know which course you're on.
The measurement is actually what helps plot that course. It helps plot the direction of whether or not you're actually headed towards your goal destination or not.
The A stands for attainable. Now, I'm all for shooting big goals and shooting big goals that stretch you, but they also need to be attainable. They need to be something that you can grasp, something that you can achieve. I set big goals for myself. I set goals that seem unrealistic, but I always know that they're attainable. These goals may have to stretch me, and if I'm going to get to that goal, I'm going to have to put in the extra effort but also maybe bring other people in to help me get there.
But I always make sure that the goal is attainable. A lot of times we set these goals, I want to 10x my revenue in the next six months, but that's not attainable. One, you may not have scalable processes in place. Maybe you don't have enough people to help work with you to attain that goal. Her manager sits down with her and helps her come up with a goal. Dianna decides to check the work of one member of personnel each day, rather than all at once at the end of the week.
They chose this goal in order to improve overall quality assurance, and have set a quarterly deadline. The goal is manageable and is easily measurable. The key to setting good, actionable goals is to split individual goals between professional development—personal development—and department- or company-wide goals.
When goals are relevant to the individual, they have a much easier time accepting them when they understand why the goal is beneficial to achieve. There are a number of benefits for both the employee and employer for doing performance evaluations. Understanding how to introduce and develop goals can fundamentally alter the way employees view their work and their position within any given company. The review process should occur throughout the year as to keep everyone involved up to date and current with any goals in progress, and to give employees ample time to adjust their progress or to take advantage of any new feedback you may have for them.
If you find yourself having difficulty setting S. Never miss an update! Subscribe to our blog. What - What do you want to accomplish? Where - Identify a location. When - Create a timeframe. Which - Identify requirements and constraints. Why - Identify specific reasons, a purpose, or benefits of accomplishing the set goal.
Ask yourself questions like: How much? How many? And, how will I know when I achieve my goal?
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