Discover SMART objectives, a methodology to optimize your processes!

In recent decades, the concept of SMART objectives has attracted a lot of attention in company and project management, starting with the famous article “There's a SMART Way to Write Management's Goals and Objectives”, published in Management Review in 1981. The document shows an approach simple and effective way to set clear and measurable goals.

Therefore, we will explore details of the concept of SMART objectives, what each letter of this acronym represents and how to apply it in a practical and effective way.

Origins of SMART goals

The origins of SMART objectives are related to the work of several theorists and researchers in the field of management. However, the creation of the concept is attributed to the former director of corporate planning at the Washington Water Power Company, George T. Doran. This is because, in 1981, he published an article entitled “There's a SMART Way to Write Management's Goals and Objectives” in Management Review magazine.

While the idea of ​​setting clear, measurable goals has been around in business for centuries, SMART Goals have made the process easier. After all, it provided a simple and effective structure that helps managers take ownership of the main attributes that objectives have. Therefore, the concept has gained popularity in various areas of management, such as project management, strategic planning, performance management and human resources.

What are “SMART Goals”?

Basically, it can be considered that the concept of SMART objectives is a management approach that defines specific, measurable, achievable, relevant and time-bound goals. In other words, it is a methodology to simplify the management process, making it more concise. Thus, by adhering to this approach, decision makers and management teams in a company ensure that objectives are well-defined and oriented towards tangible results.

Delving deeper into the concept of SMART objectives

In short, the SMART acronym is nothing more than an acronym, in English, for the step-by-step process of this methodology for defining objectives. That is, each letter in the word SMART corresponds to a specific attribute that each objective must have to be considered adequate. Check below what each letter of the acronym represents. 

S — Specific (Specific): objectives must be clear and specific, writing exactly what you want to achieve. Therefore, the idea is to avoid generalizations.

M — Measurable: Objectives must be measurable. This means that, with a given objective, the team must be skilled at quantifying progress and determining how close to achieving the goal they are. In this process, the definition of indicators and metrics is common. 

A — Achievable: objectives must be realistic and achievable with available resources. It is important to set goals that are challenging but still achievable. Setting unattainable goals can lead to demotivation and failure.

R — Relevant: objectives must be relevant and aligned with the general objectives and strategies of the company or project. They must contribute to overall success and be in tune with organizational priorities.

T — With a Definite Deadline (Time-bound): Objectives should have a clearly defined deadline or completion date. This helps create a sense of urgency and stay focused on progress. Setting deadlines also allows you to evaluate the performance of goals over time.

How to apply SMART objectives

The application of objectives can be an important differentiator for optimizing and accelerating a company's internal processes. And the best part: it's easy! After all, that is precisely the purpose of all this, to be smart (smart in English). Below, we list the step-by-step instructions for applying the SMART objective methodology. Check out how to apply them in a practical and effective way. 

1. Identify the main objective

Start by determining what the overall goal of your company or team is. Remember that it must be meaningful and be aligned with strategies, vision and mission of the organization. 

2. Separate into specific objectives

From the general objective, determine one or more specific objectives, breaking down what needs to be done to achieve the general objective. To avoid generalist objectives, use questions such as: “What?”, “Who?”, “When?”, “Where?” it's because?". 

3. Ensure Relevance

Make sure the objective is relevant to the organization and/or your team. One tip is to assess whether it will contribute to global success, being aligned with the organization's strategic priorities.

4. Check Viability

After all these definitions, evaluate whether the objective is really achievable, based on the resources you and your team have. Therefore, consider time, member skills, budget and other restrictions that vary in each case. 

5. Set a Deadline

Set completion deadlines for each specific objective, as well as the general objective. However, remember: the deadline must be realistic, considering the difficulty of the activity and the resources mobilized to complete the objective.

6. Establish measurement metrics

Determine how to measure goal progress. To do this, identify which aspects of your process can be used to evaluate success. It is worth noting that metrics must be quantifiable, therefore, qualitative elements are important for a general analysis, but numbers can certainly be more effective.

7. Analyze and adjust points for improvement

Finally, regularly monitor progress to make adjustments by identifying signs of failure and areas for improvement. You must always be prepared to adapt the objective as necessary.

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