The SMART in Smart Goals stands for stands for Specific, Measurable, Attainable, Relevant, and Time-Based. In order to be a SMART goal, the goal needs to meet all five of these criteria. … Each goal can be broken into specific subgoals to make them more measurable and achievable to accomplish the overall goal.
Be as clear and specific as possible with what you want to achieve. For example, instead of saying “I want to be in leadership” you might say, “I want to earn a position managing a development team for a start-up tech company.” The more narrow your goal, the more you’ll understand the steps necessary to achieve it.
Example goal before “measurable” criteria: “I will increase my typing speed.” Example goal after “measurable” criteria: “I would like to increase my typing speed from 50 words per minute to 65 words per minute, and I can measure my progress by taking timed tests that show the increase in my typing speed.”
Remember that S.M.A.R.T. stands for specific, measurable, achievable, relevant, and time-bound. The goals you create should embody all of these elements.
Reduce overtime in the department from 150 hours per month to 50 hours per month by the end of the fiscal year with no increase in incident reports. Ensure that the 90%+ of the team has completed training on the new inventory management software by the end of the quarter.
The SMART in SMART goals stands for Specific, Measurable, Achievable, Relevant, and Time-Bound. Defining these parameters as they pertain to your goal helps ensure that your objectives are attainable within a certain time frame.
Professional goals, aka career goals, are specific and actionable steps you take to develop your career. Professional goals help define your ultimate career trajectory. They provide measurable actions you can take to improve your work performance, get promoted, and make more money.
Professional Learning Goals (PLGs) are based on student learning data, performance evaluation data, and school improvement goals. The purpose of PLGs is to drive job-embedded learning for the educator. Developed by individual educators based, at a minimum, on annual performance data.
Job-specific goals have to do with tasks that are part of an employee’s job responsibilities. Skill-set goals are broader than job-specific goals, but are still related to what a person does. Educational goals are about gaining advanced knowledge in a subject.
Long-term professional goals can include obtaining a promotion, improving your efficiency rate in project completion by 50%, learning a new skill, or obtaining a professional credential. Research the company and the position. If your targets resonate with the hiring manager, you’re more likely to get the job.
First consider what you want to achieve, and then commit to it. Set SMART (specific, measureable, attainable, relevant and time-bound) goals that motivate you and write them down to make them feel tangible. Then plan the steps you must take to realize your goal, and cross off each one as you work through them.
Here’s an example of a SMART goal for a teacher: suppose that you want to improve the quality and frequency of your classroom discussions. You could set a goal to have discussions every week (Specific, Achievable) for the rest of the school year (Time-bound, Measurable) on a subject your class is studying (Relevant).
SMART goals possess five characteristics: specific, measurable, attainable, realistic, and time-bound.