Don’t Be Lazy about the “A” in “SMART” Goals

The SMART Goal method is an incredibly useful and relatively simple way for employees to critically think through the nuances of an expectation and more clearly articulate a plan to achieve the goal. (In case you’re not familiar, this method asks you to provide clarity around whether the goal is specific, measurable, achievable, relevant and time-bound.)

I’ll admit it - I’ve been lazy. I've been treating the “Achievable” in “SMART” like a checkbox for years now, meaning I would just ask myself 2 questions about the “A” then move on.

1. Is the goal “achievable?” *check*
2. Is the goal actually challenging? *check*

However, I’ve recently started adding in another dimension to the “A:” “Accountability.” The reason I’ve added this is because I want employees to understand that they “own” the goal and they are ultimately responsible for making sure it was accomplished. I’ve heard too many excuses over the years that showed a poor sense of accountability, like “so-and-so didn’t do their part” or “I didn’t hear back from the client.”

ENOUGH EXCUSES! I want employees empowered when it comes to their goals!!!

When I teach employees how to do SMART goals now, I spend more time on the “A” so they clearly understand that they have to take proactive measures to ensure they are successful regardless of whether their success might depend on someone else completing an essential task in order for them to proceed. 

Some questions I ask them to map out in the “A” part of the SMART goal exercise are:

-       What resources do you need to make this possible and how are you going to obtain them in time?

-       If this goal requires collaboration, how are you going to clearly communicate your expectations around interaction and deliverables? How will you keep others on track?

-       Are there risks to the goal being completed? What preventive steps can you take to reduce risk to your success?

-       What is variable and what are your contingency plans?

When it comes time to look back and evaluate the goal I want to see a pattern of ownership. Sometimes they may not actually accomplish the goal in the end, but even then I want them to clearly demonstrate that they did everything in their power to influence external influences instead of pointing fingers.