Goal Setting Models

We often find ourselves going through goal setting, whether as a part of kicking off a new calendar year or a new review cycle at work. In FY16, SWE PNW collected a few short blurbs on different goal setting models in the Notes from the Northwest newsletter (Volume 01, Issue 02). What better time to re-share this information than as a part of Engineers Week 2017?

You'll find each blurb below, along with a link back to the source article if you want to read more about a particular model. Enjoy!

The ‘Original’ SMART Goals
Adapted from “Personal Goal Setting, Planning to Live Your Life Your Way” on MindTools (https://www.mindtools.com/page6.html) 

One of the first models we are often introduced to is the SMART goals model. This useful mnemonic typically stands for:

S	Specific (or Significant)
M	Measurable (or Meaningful)
A	Attainable (or Action-Oriented)
R	Relevant (or Rewarding)
T	Time-bound (or Trackable)

Using this model can help you construct goals that are attainable and often fit more eloquently into the employee review process. It can be used for setting both life goals and those smaller, to-do list types of goals.

The Agile Take on SMART Goals
Adapted from “The Agile Approach to S.M.A.R.T. Goals” on AgiliZen (http://arianebenefit.com/blog/2013/02/28/rethinking-smart-goals-agile-goal-setting-vs-conventional-goals/)

A different take on the standard model of SMART goals is to look at it from an agile perspective. Here, SMART is redefined in a way to help energize you into action and make the goals more user friendly. Here, SMART becomes:

S	Small, simple, specific and sustainable actions
M	Meaningful, memorable, and magnetic outcomes
A	Aims for the agile zone of expectations, standard
R	Relevant to emergent outcome goals and to satisfying multiple needs simultaneously (e.g. sensory, emotional, mental, creative, practical and functional needs)
T	Tweakable targets, time-boxed checkins

While it may not be a significant change from the normal SMART definitions, it can help you look at goal setting in a different way.

Making CLEAR Goals
Adapted from “Forget SMART Goals -- Try CLEAR Goals Instead” on Inc. (http://www.inc.com/peter-economy/forget-smart-goals-try-clear-goals-instead.html)

Another take on make SMART goals more agile in today’ fast-paced business environments is to look at an alternate mnemonic, CLEAR:

C	Collaborative
L	Limited
E	Emotional
A	Appreciable
R	Refinable

This model helps to drive towards the idea of looking after yourself, after you team, and your equipment. The idea of the emotional level within this model is where a connection is made and the goal (and achievement of the goal) feeds off of your energy and passion.

It stills follows the approach of taking larger goals and breaking them down into smaller goals that can be accomplished more quickly.

Getting HARD Goals Set
Adapted from “Are SMART Goals Dumb?” on Leadership IQ (http://www.leadershipiq.com/blogs/leadershipiq/35353793-are-smart-goals-dumb)

In looking at SMART goals, that methodology can often feel like it is impeding bold action that may be needed. To switch up a goal setting model and drive towards enabling that kind of action, there is HARD:

H	Heartfelt
A	Animated
R	Required
D	Difficult

This model can also help drive engagement and visualization of success, including a drive towards learning new skills needed to achieve the goal.