Nehlsen Notebook

How SMART are you?

By Jayna Gallagher - Special Assistant to the President  10.15.09

At Nehlsen Communications we try to make goal setting for ourselves, and our clients, the first step when implementing any new campaign, strategy or plan. As part of the HR team, I’ve learned simple strategies that make goal setting easier for our clients, and for our staff. We use the SMART goal system: specific, measurable, attainable, realistic and timely. Following are some helpful tips:

Specific. A goal that is specific has a greater chance of actually being accomplished than one that’s more general. Answer the questions: who, what, where, when, which and why. For example: a general goal might be, “Our company wants to increase profits.” A specific goal would say, “We want to increase profits by 20% in the next 12 months and we’re going to implement a new social media marketing strategy to help facilitate that goal.”

Measurable. Be sure to implement specific criteria for measuring progress toward attaining your goal. It’s important to ask the questions: “How much? How many? How will I know when it’s accomplished?” When you measure your progress, you’re more likely to stay on track and actually meet your target date.

Attainable. When you identify the most important goals, you can begin to figure out ways to achieve them. Attitudes, skills, financial means and abilities are developed in order to meet the goals. And perhaps previously overlooked opportunities arise as a result.

Realistic. Be sure the objective you are working towards is both something you are willing and able to do. Make sure the goal is something you believe can be accomplished and ask yourself what conditions would have to exist to accomplish this goal.

Timely. Your goal should be grounded within a time frame. Having no time frame anchored to your goal gives no sense of urgency.

Whether you’re setting personal or company goals, using the SMART system can help you reach those goals in the most effective and efficient manner.

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