SMART Goal Setting in 2013

Photo courtesy of Chris Desmond via Wikimedia Commons

Happy New Year!  I trust that you have been enjoying your traditions of the holiday season and are looking forward to 2013 with optimism.  This blog traditionally starts the New Year by revisiting some of the most popular Lean Leadership posts.  We will start with the most popular posts of 2012 followed by the top posts from previous years.

Let’s talk about goal setting before we go there though.  Many people are looking at goals or resolutions for the New Year.  You are much more likely to stick to firm goals than soft resolutions.  We’ll take a look at two posts that look at SMART goals.  This one is titled

Passionate & SMART Goal Setting

There is one piece of unfinished business from 2012 before we start that countdown.  As promised in the last post on Lean Leadership, the following is the second installment on setting goals.  This one was originally posted here on October 12, 201o:

Goal setting is critical to your success. Without goals, you lack direction, clarity, and focus. Without goals you will not achieve what is important to you or reach your full potential.  SMART goal setting is a method that improves the effectiveness of the goal setting process.  SMART goals have been helping leaders be successful for years.  SMART goals are:

  • Specific – don’t let yourself be vague.  Who owns the goal?  What do you want to accomplish.  Instead of improving the production department, improve manufacturing efficiencies.  Instead of getting in better shape, exercise.
  • Measurable – if you can’t measure it, you can’t make it better.  Instead of make better quality, reduce quality rejects by 50%.  Instead of work out more, work out for 30 minutes a day 3 times per week.
  • Attainable – goals are frustrating if they are not attainable.  You are not likely to give your full effort if you don’t think it’s possible to hit your goals.  You don’t want to set the bar too low either.  You probably will not hit all your goals on the first try if you challenge yourself enough but you want the goals to be attainable so you have a chance to succeed.
  • Relevant & Realistic – does it matter?  Goals should be relevant because you don’t have time to waste on tasks won’t improve your organization.  Realistic is closely related to attainable.  Goals should stretch you but still be something you can achieve.  A stretch goal may require a completely new process and out of the box thinking.  A small measurable gains may not require big changes.  Challenge yourself while being realistic.
  • Timing – when will the goal be achieved?

SMART Goals become Passionate SMART Goals when you care deeply about them.  What matters to you and your team?  The owner of the goal needs to care deeply and set SMART goals in order to achieve full potential.  Chose things to improve that you can be passionate about when setting goals for yourself.  Find someone who will be passionate when setting goals with your team.

You need Passionate SMART Goals to unlock and achieve your full potential as a person and as a leader.  Do you have SMART Goals?  Are you passionate about your goals?Set goals and pursue your passion today.

Passionate and SMART Goals are part of a good Lean Goal Setting process.  Look here for more on SMART Goals by another blogger.  Passionate SMART goals is inspired by Little Things Matter.


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About Christian Paulsen

Christian Paulsen is an Executive Consultant with 20 years of Lean Manufacturing. Chris adds value to organizations by driving process improvement and bottom line savings. Chris intends to help others by sharing the lessons learned after a quarter century of operational leadership, marriage, parenting, and even longer as a Cubs fan. Your comments on this blog are welcome. You can also connect with Chris via LinnkedIn, Twitter, and Facebook in the right sidebar. Chris welcomes your comments. Christian's professional services are available by contacting him through LinkedIn (right side bar)
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3 Responses to SMART Goal Setting in 2013

  1. gwkessler says:

    SMART Goals need to be reviewed constantly , like doing an audit on a monthly base. Otherwise the goals will be vague by the time and will not support the team efforts.There needs to be a matrix when and who´s goals have to be reviewed..
    Happy new year with your goal setting process !

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