Goal Setting Forms
Goal Setting Forms
Goal setting forms are extremely useful:
- To keep your priorities straight
- To help you focus on results rather than on the process
- To keep track of your own progress
- To effectively manage the performance of your direct reports
- To help you to stay on course with the overall business’ alignment
If your company uses a specific Goal Setting Form, I highly suggest you use it.
But if you company doesn't ask you to follow a specific Form, then, I suggest you use the most effective—and popular—Form that I have personally used and taught.
It is very easy—all you have to do is to follow the SMART formula in order to make your own Goal Setting Form.
SMART is a simple five-step guideline to avoid vague goals that lead to no-where.
Unfortunately a lot of managers don’t use them. About two thirds of the thousands of managers that I have worked with, didn’t know about this tool when I first started working with them.
The goals they were setting for their direct reports—and for themselves—were vague and therefore not effective.
When you set goals, all you have to do is to make sure each one of your goals meets all five SMART criteria as in this Goal Setting Form here below.
SMART stands for …
S = Specific
M = Measurable
A = Attainable
R = Relevant
T = Time bound
What do you need to accomplish? What is the outcome you need to achieve? Is it clear to others what you are trying to achieve?
You must describe your goal in specific terms.
“Specific” means that everybody understands the very same thing.
If your goal gets two or more interpretations, it’s not specific enough yet.
What are the performance targets that you are aiming for?
How will you know that the goal has been met?
What are your quantitative or qualitative measures that you can use to help you know when you will have reached the expected results?
Do you have all the necessary resources to attain this goal, despite all the foreseeable obstacles?
Are the goals directly related to the business goals?
Do they address key customers (internal and/or external) requirements?
Do you have regular dates set up to review your progress?
How long will it take you to achieve this goal?
GOAL SETTING FORM
Your first step is to write your goals.
Your second step is to make sure your goals successfully go through the SMART test; all you want to do is to place them inside this Goal Setting Form, and write each one of them in the left-hand side column, under “Goal”
Then, once you have written your goals, filter each one of them through this Goal Setting Form, and see if they pass each one of the five tests.
- Is this goal specific?
- Is this goal measurable?
- Is this goal attainable?
- Is this goal relevant?
- Is this goal time bound?
If they do, great, move on.
But if they don’t, correct each one of them until they do.
Simple, isn’t it?
SMART is just one of the three mandatory goal setting guidelines you need in order to make your goal setting really effective. Please click here to see the other two goal setting guidelines.
And if you want to be positive you set comprehensive and strategic goals for your direct reports—and for yourself—click here to follow an exhaustive employee goal setting process.
Just remember one fact please:
"Lack of clear goals is a primary cause of low performance"
So please, please, please … make sure you use this Goal Setting Form in your goal setting and in your goal tracking activities—otherwise you might be heading for trouble, you and your direct reports!
To help you improve the performance of your direct reports, get your FREE Personal Leadership Development Plan.
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