Improving Effectiveness

On The Road To

Overcoming Overload

Thoughts and Tips on Overcoming Failing Goals

New Year’s resolutions and goals often fail because we do not associate them with clearly articulated, high value objectives or they may not be as SMART as they need to be.

High value objectives start with an active verb and indicate the objective’s benefits.

SMART goals are stepping stones that answer the what, why, how, who, and when that lead to goal fulfillment.

Adam Smart *, a corporate controller at a fast moving company, made a significant New Year’s resolution. His goal was to play the role of a coach to his staff. This admirable objective became part of his performance evaluation plan.

In a meeting with a friend he expressed disappointment that he is not sensing any progress on the part of his team members. He said that team members are not responding to his availability and open door policy as he expected. The following dialogue helped Adam realize that while he had an admirable objective, he did not have SMART goals towards fulfilling his objectives. Adam learned that SMART goals are stepping stones towards fulfilling objectives. For goals to be SMART they need to be:

Specific, Measurable, Agreed upon, Realistic, and Time dependent.

*The names and titles are changed. The experience is based on participants in our Overcoming Overload Workshop.

If, you identify with Adam’s frustration you may find the following process helpful in setting what are often referred to as SMART Goals:

Find a quiet place where you can spend quality thinking time. To write your objectives:

a. Write WHAT you want to see happen. Objectives are statements of faith that reflect the value of the commitment you are making or calling others to make. Where possible, start each objective statement using an active verb.

b. Write WHY you want to see your objectives accomplished. For each objective, as clearly as possible list the key benefits likely to happen as result of your successful objective.

For each objective list HOW, WHO, and WHEN. These are the goals that must be accomplished in order for your objective to be realized. Each will have one or more related activities or tasks. As an example and towards fulfilling his objective, Adam devised the following SMART goal.

· Specific: Adam wrote “Coach only three members of my team in the basic principles of project leadership using the book, PM for Dummies, as a textbook.”

· Measurable: “Meet weekly with each member to review and rehearse their action plan for projects I assign them to lead.”

· Agreed upon: “Offer my coaching options to a selected few who will agree to invest extra study and preparation time. Ensure the agreement of my VP with this goal.”

· Realistic: “From my staff of twelve I will select three individuals who will commit to this time investment.”

· Time dependent: “The detailed activity plan will be completed over the coming three months.”

NOTE:

A. This process can be modified depending on the complexity of the objectives and related goals. Very often you can simplify complex goals by breaking them down to smaller ones lasting NO MORE than ninety days. Complex goals with a longer target completion date have a greater probability of failure.

B. Where possible, use a table with the following headings:

§ Objective: What do I want to see happen and why?

§ Goals: How will I know it is happening (tasks)? Start each statement using an active verb.

§ Who: Who is involved in this process whose support is critical?

§ When: What are the start and target completion dates of this activity?

C. It is helpful to gain the support of someone to hold you accountable and encourage you in your progress.

Surprises and disappointments are part of real life. Do not let them derail you. Have some flexibility and if you must, start all over again.

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