What Exactly Are SMART Goals?

SMART is an acronym highlighting the essential qualities that goals should embody:

• Specific — Goals should be clear and unambiguous, allowing you to define what success looks like.
• Measurable — There should be a way to track progress and determine when a goal is achieved.
• Achievable — The goal should be within your capacity to accomplish.
• Relevant — It should align with your broader mission and other objectives.
• Time-bound — There must be a clear start and end date for the goal.

The advantages of SMART goals include their attainability (Achievable), relevance to your mission (Relevant), and clarity in measuring success (Specific, Measurable, Time-bound). These features generally make them valuable in a business context.

However, this raises the question: when are SMART goals not the best fit?

The Hammer Analogy

Maslow's Hammer is a well-known phrase derived from Abraham Maslow's observation:

"I suppose it is tempting, if the only tool you have is a hammer, to treat everything as if it were a nail."

This analogy illustrates the limitation of using SMART goals universally. Just because a goal exists, it doesn't mean it should be forced into the SMART framework.

When to Use SMART Goals

SMART goals can be particularly effective within project parameters. Projects typically involve clearly defined tasks with specific deliverables and deadlines. In such cases, having SMART goals can streamline the work process.

However, outside the confines of a project, you should consider whether the SMART format suits your objectives. For me, a defining aspect of SMART goals is that they signify completion. Once a SMART goal is achieved, it's time to pivot to new objectives.

When NOT to Use SMART Goals

It’s important not to force ongoing or repetitive tasks into the SMART mold. For instance, in my previous managerial role, I was required to evaluate my team using performance metrics designed by Human Resources, which insisted on SMART goals.

My team specialized in developing analytics dashboards, with each member responsible for delivering numerous dashboards throughout the year. While every individual project had clear metrics for completion, the cumulative work didn’t fit neatly into a SMART goal framework. Instead, establishing Operational Key Performance Indicators (KPIs) was more effective for assessing performance.

However, there was a context where SMART goals were applicable—professional development objectives. For example, setting a goal such as "Achieve SQL Server certification by the end of Q2" is a well-defined SMART goal.

The OKR Connection

This brings us back to the earlier question about incorporating SMART goals into OKRs. OKRs consist of a single Objective complemented by multiple Key Results that need to be accomplished.

Many organizations impose strict deadlines for OKRs, often requiring them to be achievable within a quarter. Personally, I believe Objectives should inspire and challenge, even if they aren't strictly attainable within a set timeframe. Moreover, it's often advised that Objectives should not be quantifiable, emphasizing that they don't necessarily meet SMART criteria.

However, Key Results do align with the SMART framework. They represent measurable outcomes intended to reflect progress towards the Objective, making them well-suited for SMART goal formulation.

For more insights on this topic, check out the following videos:

Why SMART Goals Aren't Always Smart (And What I Do Instead): This video delves into the limitations of SMART goals and suggests alternative approaches for setting objectives.

SMART Goals - Quick Overview: A brief overview of SMART goals, explaining their structure and effectiveness in goal-setting.

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