Kickstart the upcoming year by setting goals with our SMART goal template, empowering your team members to create clear, actionable steps and attainable goals that drive success.
A SMART goal template serves as a worksheet for your team members to write down their goals. A study conducted by the Dominican University of California showed the power of writing down intentions and the impact it had on following through with those goals. The study revealed that participants who wrote down their goals were 42% more likely to achieve them than those who did not.
We’ve all seen gym promotions on social media advertising “x dollars a month, no commitment.” Yes, gyms require contracts that lock people in, whether they use the gym or not, but isn’t the post a bit ironic? No commitment? How can you lose weight or get into shape without commitment or setting goals? How can you achieve any new goal without a commitment?
That commitment starts when you write your own SMART goals and the actionable steps to achieve them. Whether you are trying to achieve a personal goal or career goal, using a SMART goal template is a great way to get started. It’s a powerful tool for creating a plan of action and immediately improves your odds of success.
SMART Goal Setting Offers Real Impact
A common and effective way to set attainable goals is the SMART method. The term was first proposed by George T. Doran in 1981 when he noticed that many business goals were too diffused to have a meaningful impact. He advocated for setting objectives that are specific, measurable, assignable, realistic, and time-bound — thus the SMART acronym. General Electric was the first to successfully implement this goal-setting process.
S.M.A.R.T. goals need to be:
- Specific
- Measurable
- Attainable
- Relevant
- Time-bound
Specific: Clear goals answer the who, what, where, and when of the goal. Compiling all these details allows an employee to see what's truly required to achieve their goals. Questions for team members to ask themselves include:
- Who do I need help from? Who can be my accountability partner? Are any additional resources available?
- Where must this happen? Does achieving the main goal require being at a specific location every day?
- What is the ultimate result? Are there any larger objectives to consider? What are the long-term goals?
- When do I start? What are the new daily habits I should adopt?
- Where do I start?
- Which elements are holding me back?
- What constraints am I facing?
Measurable: In setting measurements, employees create milestones within their SMART goal to track progress toward their measurable goal. For example, before you lose 10 pounds, first you need to lose one pound. Team members should ask themselves the following:
- How will I determine success?
- What numbers can I track along the way?
- How will I know when I’ve achieved my goal?
Attainable: Determine if the goal is realistic. Attainable goals are realistic. Attainable goals will make employees stretch, but they shouldn’t be out of reach. For example, if trying to lose 40 pounds is overwhelming, start with a goal of losing five or 10. Questions team members should ask themselves include:
- Do I believe I can do this? Can I set shorter, actionable steps? Is my plan of action realistic?
- Are these truly attainable goals? Can my long-term goals be broken down into smaller achievable goals?
- Is it within my power to achieve it? Can I take small steps each day toward my goals?
Relevant: When setting goals, employees should consider whether they are worth the necessary time investment and will make a real impact on their professional development. Goal setting helps team members identify the key areas to focus on and allocate their time effectively. Employees should ask:
- Is this goal worth the time investment and personal effort?
- Is it a win-win goal?
- Is it a priority?
Time-bound: One of the most important parts of setting goals is to set deadlines. It must have a timeline or a target date to shoot for. Items with set deadlines take priority. Items without deadlines get lost in the shuffle. Team members should ask themselves:
- What are the specific target dates or set deadlines?
- Are my milestones in line with the due dates?
- Do I need weekly, monthly, or quarterly goals to be achieved?
Download our free goal-setting worksheet and share it with your team members so they have a better chance of outlining achievable goals!
Additional SMART Goal Setting Considerations
Change is difficult. Advise employees not to get over-assertive and try to accomplish too much too quickly. Be sure they stay on track with attainable goals and realistic milestones they’ve set for themselves. For instance, if your goal is to lose weight by drinking eight glasses of water daily, cutting out sugar, eating more protein, and working out four times a week, don’t try to do all of these changes in the first week. Break clear goals down into weekly actionable steps. Work up to the big goal.
Keep the SMART goals visible. Ask your team members to write down their own SMART goals and use HSI’s goal-setting worksheet. Keep the worksheet visible as a constant reminder. Some people make vision boards in addition to using the worksheet. And just for fun, why not suggest changing their computer password to a phrase that motivates them to achieve their own SMART goals?
Measure success. Ask team members to track their progress. This will help them see the real impact they’re achieving along the way. For instance, use a Google sheet to track goals, stay organized, and visually monitor progress. Take advantage of Goodreads to track the books read. Utilize a journal to write affirmations or even doodle about goals. It is very satisfying to track daily accomplishments or check things off lists in writing.
Follow professional development and life coach blogs. Everyone needs a little extra motivation sometimes. There are great free resources to help employees develop life skills, build new habits, enhance professional development, provide positive affirmations, and stay focused on their long-term visions. Be sure to take time to read any relevant blog post. One sentence in the author’s blog post could make a significant difference in successfully achieving a goal.
“If a goal is worth having, it’s worth blocking out the time in your day-to-day life necessary to achieve it.” – Jill Koenig, author and motivational speaker
HSI Can Help
As you collaborate with your team members to set attainable goals for the upcoming year, HSI offers a variety of courses to help support those objectives. Our courses provide valuable opportunities for professional development, designed to enhance key skills, foster leadership growth, and accelerate career advancement. By leveraging these professional development resources, employees can gain the tools they need to succeed both personally and professionally, empowering them to tackle challenges and reach their full potential.
- SMART Goals
- Critical Thinking
- Financial Wellness
- Time Management
- Building Confidence
- Project Management
- Developing Your Strengths
- Taking Control of Your Career
Are you interested in setting stretch goals—goals that push the limits of what seems unattainable? HSI offers valuable lessons on this topic, as well. Be sure to check out “Why You Should Be Setting Stretch Goals” along with articles “Use Stretch Goals While Thriving” and “Achieving the Stretch Goal Mentality.”
For more information on the best way HSI can help, request a consultation.
