How do you set SMART goals and action plans with your coachees to improve their productivity?

Arrêtons avec les objectifs SMART. Ils sont bourrés d'effets secondaires indésirables (Lisa Ordo?ez 2009). En termes de fixation d'objectifs, je recommande la méthode OKR. C'est une méthode de management et d'organisation du travail inventée par Andy Grove (un des fondateurs d'INTEL) en 1983 et popularisée par John Doerr et Larry Page (chez Google). O signifie Objective et KR signifie Key Result. Cette méthode est utilisée par les plus grandes structures comme Google, Slack, Netflix, Twitter, LinkedIn, Spotify, Dropbox, Gates Foundation, etc. Le but de la méthode est de donner accès à un état de performance élevé.

Begin with end in mind is the basis of any goal setting. Everything in the universe is created twice. Once in the mind and one in reality based on what you initially set in mind. To manifest the goals, it needs to be SMART - Specific (what), Measurable(how), Achievable (how), relevant(why) and timebound (when). When you have a SMART goal, it's really very clear and gets into mind with very minute details and actions will automatically follows to manifest the goals

SMART goals are essential for defining clear and actionable objectives. These goals are: ? Specific: Clearly defined and detailed, leaving no room for ambiguity. ? Measurable: Quantifiable, with criteria to track progress and outcomes. ? Achievable: Realistic and within the capabilities and resources of the coachee. ? Relevant: Aligned with the coachee’s values, interests, and priorities. ? Time-bound: Set within a specific timeframe or deadline for completion. For example, instead of setting a vague goal like “improve productivity,” a SMART goal would be “increase weekly sales calls from 20 to 30 within the next month.”

SMART goals are Specific, Measurable, Achievable, Relevant, and Time-bound. In coaching, we collaboratively define objectives that are clear, quantifiable, attainable, aligned with individual priorities, and bound by a timeframe. This ensures a focused and realistic approach, facilitating effective action plans for improving productivity.

SMART goals are important because they provide a clear and structured approach to goal setting, which can significantly enhance the likelihood of achieving your objectives. They gives required specificity to your goals with timelines and boundaries. It narrow down your distractions and greatly improves your focus S of SMART makes the goal not vague or ambiguous, which helps in understanding exactly what you’re aiming for M allow you to track your progress and stay motivated A ensures that the goals are within your reach making it more likely that you will commit to them R makes it practical and relevant and within the realm of possibility T creates a sense of urgency and prevent everyday tasks taking priority over longer-term goals

SMART goals and action plans are crucial in coaching as they provide a structured and efficient way to improve productivity. Specific - SMART goals require clear definition, which helps coachees understand exactly what is expected Measurability - Goals should have measurable criteria, allowing both the coach and the coachee to track progress Achievability: Setting realistic goals ensures that coachees are not overwhelmed, increasing the likelihood of success Relevance: Goals must align with the coachee’s values and long-term objectives, Time-Bound: Having a deadline creates a sense of urgency, which can help coachees manage their time more effectively

SMART goals are vital as they bring clarity and structure to objectives. They ensure goals are Specific, Measurable, Achievable, Relevant, and Time-bound. This specificity helps individuals articulate and understand their targets, making them more achievable. The measurable aspect enables tracking progress, while the time-bound nature provides a sense of urgency. Overall, SMART goals foster a systematic and effective approach, crucial for enhancing productivity through well-defined action plans.

Setting SMART goals is crucial because they provide clarity and direction, ensuring that efforts are focused and measurable. Firstly, I find that SMART goals help me define exactly what I want to achieve (WHY). They clarify my objectives (WHERE), guiding me step-by-step toward success. Additionally, SMART goals keep me accountable, ensuring I stay on track and celebrate progress along the way.

When coaching, sometimes the coach can offer too many suggestions or push a coachee towards a specific goal. It's better to let the coachee choose the goal they want to focus on first. They will be more motivated to complete it if they are the one who picked it.

Setting SMART goals with coachees involves a collaborative process. We ensure goals are Specific, Measurable, Achievable, Relevant, and Time-bound. Together, we define clear and focused objectives, establish measurable criteria for success, confirm their attainability, align with personal and professional relevance, and set realistic timeframes. This methodical approach ensures that the goals are well-defined, facilitating the development of actionable plans to enhance productivity.

I begin every coaching relationship with an initial strategy session where I work with the client to do three things: (1) Choose 3 "WHAT by WHEN*" goals for the next 90 days, (2) Map out the steps to expose the gaps, and (3) Prioritize and schedule action. *"WHAT by WHEN" is a simplified version of SMART goals

I set SMART goals with my coachees by first understanding their specific needs and desires. I identify the WHY behind their goals to ensure they are meaningful and motivating. Then, I pinpoint WHERE they want to be, creating a clear vision for success. Finally, I break down the goal into actionable steps that are measurable, achievable, relevant, and time-bound, aligning each step with their personal values and strengths. For example, I might begin by asking questions like "Why is this goal important to you?" and "Where do you envision yourself once you achieve this goal?" This helps personalize the goal-setting process, making it more meaningful and engaging for my coachees.

I'm a big fan of helping my clients reverse engineer their big goals starting with the date they'll achieve the big goal and then working backwards to map out a timeline for achieving sub-goals. We then meet regularly for added accountability and to help them identify and overcome any challenges along the way. This often involves modifying their timeline, as needed, and giving themselves compassion as they work towards reaching their goals even when life happens.

When working with my clients, first of all I try to create linchpin habits with them that will allow them to build a stable system of automatic behaviours to achieve their goals. As James Clear said: "You do not rise to the level of your goals. You fall to the level of your systems."

When setting SMART goals with coachees, the process involves a collaborative and guided approach. Define the goal as clearly as possible. Ask questions like “What exactly do you want to achieve?” and “Why is this goal important?” Determine how progress and success can be measured. Assess the coachee’s current situation and resources. Align the goal with the coachee’s abilities and commitments taking potential constraints into consideration Break down the goal into smaller objectives with their own timelines

To create SMART goals and action plans with my coachees, I start by understanding their specific needs and aspirations. I first identify the WHY behind each goal, ensuring it aligns deeply with their personal values and long-term vision. Next, I clarify WHERE they want to be and by WHEN, setting clear milestones for measurable progress. Finally, I break down the actions into manageable steps, ensuring they are actionable, realistic, and time-bound. This personalized approach helps them stay focused and motivated, ensuring every step taken contributes meaningfully to their overall growth and productivity.

Monitoring and supporting coachees' productivity involves regular check-ins, progress assessments, and feedback sessions. By maintaining open communication, we ensure that SMART goals and action plans are on track. Identifying challenges, providing guidance, and offering motivational support are integral aspects. This continuous involvement allows for dynamic adjustments to strategies, fostering a collaborative environment that empowers coachees to achieve and surpass their productivity

In coaching, it's important to realise that it's has to be an internal change for someone to want to reach their goal. Rather than monitor productivity, monitor how the coachee is doing. Their motivation for work. If motivation is high, productivity follows (productivity techniques is not goal setting)

Monitoring and supporting my coachees' productivity involves: I conduct regular check-ins: where I review progress, identify any challenges, and provide personalized feedback to keep them on track. I offer accountability: by setting milestones and deadlines, ensuring they stay motivated and focused on their goals. I provide guidance and resources: to overcome obstacles and optimize their productivity strategies, fostering continuous improvement.

We set SMARTER goals every 90 days. In those 90 day planning sessions, we assess the previous goals and work through what worked, what didn't, and what could be better. Then, they reset the goals. In the in-between time, we keep those 90 goals logged in a portal and have them break them down each week. What worked, what isn't, and what needs to change. This practice - and them knowing they're being held accountable - has helped push their SMARTER goals over the line.

Having some measure of accountability is key for being able to sustain any action plans or productivity 'systems' that coachees are implementing. Have coachees articulate out loud/in writing what exactly their goals are (even if they are small, chunked-down goals, within a defined period of time), and then have a process in place at the end of that period to check in and share an update on how things have been going for them. Make it clear that accountability is not about reporting; there is no 'punishment' for not meeting goals perfectly. Rather, it's to help maintain focus through the week; and, later, to reflect on what has worked, or what might night to be adjusted.

Je pense qu'il faut arrêter avec les objectifs SMART. Depuis l'étude d'Harvard menée par Lisa D. Ordó?ez (2009), on sait qu'ils ont de nombreux effets indésirables : ? Comportements immoraux ? Encouragement à privilégier un domaine au détriment d’autre (carrière VS santé ou carrière VS famille) ? Création d’une vision biaisée du risque ? Corruption de la culture d’entreprise à la place, privilégions des méthodes comme les OKRs qui ont fait leur preuve depuis +70 ans dans de multiples industries et dans des boites de toute taille.