Transcript Setting SMART Objectives Training

Setting SMART Objectives Training
Introduction
Of all the functions involved in management, planning is the
most important. As the old saying goes, “Failing to plan is
planning to fail.” Setting goals and objectives is the first and
most critical step in the planning process. Employers need to be
sure all employees are well trained in how to set these
important performance measurements.
This sample presentation is intended for an audience of
employees at all levels. It is designed to be delivered by an
individual who has knowledge of the basics of setting goals and
objectives, of the employer’s own policies and practices on
goals and objectives setting, tactical and strategic planning, and
performance management. This sample presentation must be
customized to include and match the employer’s own policies
and practices.
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Objectives
At the close of this session, you will be able to:
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Recognize the difference between goals and objectives.
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Understand the importance of setting objectives to support
company/departmental goals.
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Describe how SMART objectives are set at [Company Name].
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State what SMART objectives are.
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Goals vs. Objectives
Although the terms “goals” and “objectives” are often
used interchangeably, there is a difference between them:
Goals
Objectives
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General
Intangible
Broad
Abstract
Strategic—long-range direction,
set by senior management
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Specific
Measurable
Narrow
Concrete
Tactical—short-range, set by
managers to support the
accomplishment of goals
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Quiz – Goals vs. Objectives
Which of these are goals, and which are objectives?
1.
2.
3.
4.
Increase profitability.
Improve community relations.
Provide short-term disability insurance to employees by mid-year.
Improve employee computer skills.
*Note to presenter: Ask “Is this a goal or an objective?”
If a goal, ask what the related objective would be;
if an objective, ask what the general goal might be.
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Importance of Setting Goals and Objectives
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Planning is the most important management function.
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As the old quote goes, “Failing to plan is planning to fail.”
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Setting goals and objectives is important because it is the first
and most critical step in a company’s planning process.
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Goals are forward-facing and provide the company with the
direction in which it will move.
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Objectives can be mile markers along the road indicating
progress and maintaining motivation.
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How We Set Goals and Objectives
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At [Company Name], senior management refines our corporate
goals for the next 3-5 years on an annual basis as part of the
company’s strategic plan.
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Under our Management by Objectives (MBO) process,
individual managers use these goals to set their departmental
objectives and their own objectives, and collaborate with
employees to help develop employees’ individual objectives.
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We evaluate the performance of managers and employees
based primarily on their accomplishment of these objectives.
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SMART Objectives
At [Company Name], we set SMART Objectives:
S Specific
M Measurable
A Achievable
R Realistic
T Time-oriented
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Specific Objectives
Specific objectives are:
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Concrete
Detailed
Focused
Well-defined
Straightforward
Action-oriented
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Specific Objectives (cont’d.)
When setting objectives that are specific, ask the following
questions:
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What am I going to do? Use action verbs such as develop, execute,
conduct, build.
Why is it important to do this task?
Who is going to be involved?
When do I want this task to be completed?
How am I going to do this task?
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Measurable Objectives
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Measurements for objectives help you know you are making
progress toward completing the objectives.
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Progress measurements also allow for course corrections along
the way for both direction and pace.
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If you set an objective that is measurable, you will have tangible
evidence of completion of the objective.
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Measurable Objectives (cont’d.)
When setting objectives that are measurable, ask
the following questions:
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How will I know when this objective has been achieved?
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What measurements can I use?
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What milestones can I use to track progress toward
completion?
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Achievable Objectives
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Achievable objectives are those that you can actually
accomplish (something you can realistically do within the time
frame set)—not an aspiration or vision.
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Achievable objectives need to challenge you but not so much
so as to be unattainable or to cause frustration in being unable
to complete them.
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You need to fully commit to achieving the objectives.
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Realistic Objectives
Realistic objectives are those that you have the resources
to accomplish, including:
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Skills
Funding
Equipment
Time
Staff
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Realistic Objectives (cont’d.)
When setting objectives that are realistic, ask the following
questions:
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Do I have the resources to accomplish this objective?
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Do I need to rearrange my priorities to accomplish this objective?
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Is it possible to complete this objective?
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How will pursuing this objective affect other performance
objectives?
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Will this objective help meet/support department and company
goals?
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Time-Oriented Objectives
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Time-oriented objectives are those that have deadlines for
completion. The time frames create a sense of urgency and
lead to action.
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The deadlines, just as with overall objectives, must be
achievable and realistic.
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For a complex objective, break it into small parts and set a
deadline for completion of each phase.
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Time-Oriented Objectives (cont’d.)
When setting objectives that are time-oriented, ask the
following questions:
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What is the earliest—yet achievable and realistic—date for this
objective to be started and to be completed?
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Have I included these dates in the statement of the objective?
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Are there other projects/objectives that must be completed first, or
are there others that are reliant upon the completion of this
objective?
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Questions?
Comments?
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Quiz
1. Describe the difference between a goal and
an objective.
2. Why and how does [Company Name] set
goals and objectives?
3. What does the acronym “SMART” objectives
stand for?
**Note to presenter : Give participants a few minutes to think about and write down their answers
these questions. Make sure you have a copy of this slide or write down these questions for your
reference. The next three slides are a summary of this presentation AND answers to these questions.
Ask participants to share answers to the first question before going to next slide, then ask for answers to
the second question before moving to the following slide, and same with the third question.
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Summary
Although the terms “goals” and “objectives” are often used
interchangeably, there are significant differences:
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Goals are general, intangible, broad, abstract and long-range
directions generally set by senior leaders.
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Objectives are specific, measurable, narrow and concrete. They
are short-range plans generally set by managers to accomplish
goals.
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Summary (cont’d.)
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Setting goals and objectives is important because it is the first
and most critical step in the planning process.
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Under our MBO process, senior management sets our
corporate goals. Individual managers then use these goals to
set their departmental objectives and their own objectives, and
to collaborate with employees to help develop employees’
individual objectives.
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Summary (cont’d.)
At [Company Name], we set SMART Objectives
S Specific
M Measurable
A Achievable
R Realistic
T Time-oriented
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Questions?
Comments?
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Course Evaluation
Please be sure to complete and leave the evaluation sheet you
received with your handouts.
Thank you for your attention and interest!
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