top of page
  • Writer's pictureClairical

A Realistic & Practical Guide to Setting Goals


women dressed in denim shirt popping a confetti cannon

Tired of the same clichés urging a 'new year, new you' or pushing you to 'smash your 2024 goals now'? While I typically steer clear of these obligatory end-of-year orders, I must acknowledge a nugget of truth in them. In this blog, I'm advocating for a distinctly different perspective - a more unhurried and relaxed approach to goal-setting. Picture it like sipping a refreshing glass of cider instead of downing a quick tequila shot.


So, let's explore the benefits of goal-setting and delve into strategies to set goals in a manner that ensures real achievements.


Why set goals?

The concept of goal setting is not new. In the mid-1960s, Edwin A. Locke initiated his exploration of goal setting, dedicating over three decades to its study. His findings revealed that individuals achieving specific and challenging goals outperformed those pursuing general and easy objectives. However, Locke also drew inspiration for his research on goal-setting from Aristotle's concept of final causality, where purpose was seen as a catalyst for action. This led Locke to investigate the profound influence that goals exert on human behaviour.


What this means is that goal setting does, in fact, work, but for it to be really successful, it needs to be carried out in a way that works for you and your business.


Define Clear and Specific Goals

This might sound obvious but it's really easy to get wrong. One of the fundamental principles of effective goal setting is clarity.


You must clearly define your objectives with specific details. Ambiguous goals make it challenging to create a focused action plan. For instance, "Improve customer satisfaction." While this goal expresses a desire for positive change, it lacks specificity and clarity about how to measure or achieve the improvement.


Without defining specific metrics or outlining the strategies to achieve the goal, it leaves room for interpretation and may result in varying interpretations among team members. To make this goal less ambiguous, it could be revised to something like "Increase customer satisfaction scores by 15% through improved response times and enhanced product features within the next six months." This provides a clearer direction and measurable criteria for success.


Another key point to setting goals is how many you go for. Setting too many goals at once can be counterproductive, leading to overwhelm, loss of focus, reduced quality of work and prioritisation difficulties. So, finding the sweet spot is super important.


SMART Goals Setting Framework

I'm sure you've already heard of SMART. It's is a powerful and widely utilised framework that helps individuals and organisations define and achieve their objectives in a clear and effective manner. The acronym SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound, reflecting the key criteria that a well-defined goal should encompass.


AND it's what I would 100% recommend you use for goal setting.


Specific

As we said earlier, goals should be clear and unambiguous, avoiding vague or general statements. A specific goal answers the questions: What needs to be accomplished? Why is it important? Who is involved? Where will it take place? By outlining the details, individuals can better understand and focus on what is required.


Measurable

Goals should be quantifiable, allowing for tangible evidence of progress and success. Establishing concrete criteria from the start, ensures that you can track progress and achievements and stay motivated throughout the process.


Example: Instead of stating "Enhance customer satisfaction," a measurable goal would be "Achieve a customer satisfaction rating of 90% or higher in customer surveys within the next six months."


Achievable

Goals should be realistic and attainable, considering the resources, skills, and time available. While it's essential to aim high, setting overly ambitious goals that are unattainable can lead to frustration and demotivation.


Example: If a team typically completes a project in three months, setting a goal to finish a similar project in one month might be unrealistic. An achievable goal might be to improve project efficiency by 20% within the next quarter.


Relevant

Goals should align with the broader objectives and mission of the individual or organisation. They should be meaningful and contribute to overall success. Relevance ensures that efforts are focused on the most crucial aspects of personal or organisational development.


Example: If the overarching goal is to expand market share, setting a relevant goal could be "Launch a targeted marketing campaign to increase brand visibility and attract new customers."


Time-bound

Goals should have a specific time-frame for completion. Establishing deadlines creates a sense of urgency and helps individuals prioritise tasks. It also facilitates the monitoring of progress and the adjustment of strategies if needed.


Example: Instead of saying "Improve employee training," a time-bound goal would be "Develop and implement a new employee training program by the end of the second quarter."


Celebrate Achievements

Recognising and celebrating small victories is crucial for maintaining motivation, even for solo business people like myself. Establishing milestone achievements not only acknowledges your progress, no matter how minor, but also strengthens your dedication and bolsters your confidence. Plus, who can resist a well-deserved treat!


By adhering to the SMART criteria, individuals and organisations can enhance their goal-setting process, increase accountability, and improve the likelihood of success. Whether applied in personal development, business, education, or any other context, SMART goal setting provides a structured approach to turning aspirations into tangible achievements.

Comments


bottom of page