Set Goals using the SMART method –
S Smart
M Measurable
A Align
R Realistic
T Timebound
Example Goals using SMART method –
Weight Goal = Lose 50 pounds
Target Date = five months from now
Interim goals would be to lose 10 pounds per month or about 2.5 pounds per week
Method/action includes:
– Walk 30 minutes at least 4 times a week
– Weight lifting 3 times a week
– Exercise core at least 3 times a week
– Eat healthy with daily carbs below 75 grams and calories at 1800
– Avoid eating starches, sweets, and eating after 8:00 PM
Use a Goal Tracker to keep up with progress:
– Create/obtain a tracker for goals and sub-goals
– Set 5 to 7 Goals each for Personal and Work
– Define the actions to take for achieving each goal
– Have a clear way to measure results with validation
– Celebrate achieving each sub-goal and goal with reward
| GOAL | DUE | METHOD | MEASURE |
| Lose Weight | 6/30/23 | Exercise & Diet | Weigh Weekly |
| Learn Chat AI | 3/31/23 | Study & Practice | Produce Result Monthly |
| Run 5K | 4/30/23 | Walk/Run Daily | Measure Monthly |
| Learn Chess | 3/31/23 | Study Weekly | Play Opponent |
Whether the goals are for yourself or for those you lead, it is critically important to set clear expectations and ensure timely feedback on progress to goals.
When leading a team –
1. Be clear on what metrics to achieve which most likely includes attendance, quality, handle time or work complete per day, compliance, and working well with others.
2. Ensure they know how each metric is measured, keep it as simple as possible
3. Ensure they know any policies and procedures required (these should be retrained regularly)
4. Communicate how their performance on each goal is reported and at what frequency
5. Check-in with each weekly to briefly (usually 15 minutes) share their performance to each goal
6. Sit with them monthly for a thorough (usually 30 minutes) review of their performance
7. Be specific about which areas need improvement and provide coaching on how to improve
8. Provide immediate, private feedback to a person for any truly concerning behavior or performance
Do not neglect your good performers! Review their performance with the same diligence
Your personal goals:
- Share with at least one trusted person for accountability
- Keep a record of your goals
- Keep your progress reports against each goal
- If you are not tracking to a goal, stop and reassess why and how to get on track
Your team members:
- Meet with each team member to review expectations, goals, and reporting on results
- Keep a clear record of each person’s goals
- Record each person’s results against those goals
- Document notes on performance discussions, even the positive discussions
- Any corrective action required, even initial coaching/warnings should be documented
- Follow the policy and procedures of your company for all of the above steps
- Your team member should never be surprised about poor performance since you coach them regularly!