What are the common challenges or pitfalls of setting and executing SMART goals?

How to define a SMART goal? Two key questions: What do we want and what do we need (sometimes, they contradict each other, but it is the first step to really understand what success is). Now that you have defined the big goal, start to embellish it: define all the characteristics of success, no matter if they are possible or not. Fantasize during this part of the process, don't worry, when you apply the SMART filter anything unfeasible or unnecessary will be automatically cancelled in the same way that you clear a complex equation. The advantage of this process is that when you are clear about your objective, with all its characteristics, the yellow brick road will open up before you.

Many organisations fall into the trap of defining goals that are not SMART, making it difficult for leadership teams and managers to track and measure the progress and success of a project or workstream. Defining SMART goals can help avoid this pitfall and ensure that teams at all levels stay connected and focused on the right actions that drive the desired outcome. SMART goals also help teams measure and explain why processes may have gone off track, allowing them to explain the status quo and outline detailed forward-looking actions.

There are some challenges with SMART goals. Sometimes teams get stuck performing tasks to achieve the SMART goals instead of doing an appropriate pivot that would lead to better outcome but might not achieve the SMART goals. Another challenge is that sometimes teams figure out loopholes or workarounds for achieving the SMART targets without achieving the intended outcomes and impact.

The truth is, setting a goal is the easy part. We literally do it every day. We make these promises to ourselves that we’ll work towards improving our fitness, education, relationships, etc. Unfortunately, we break most of the promises we make to ourselves, and usually, it’s because of this one reason. Accountability! Most people won’t share their goals with anyone because they don’t want to be held accountable, and I’ve been guilty of this for the following reasons: • I was embarrassed to share my goals. • I didn’t want to be vulnerable. • I didn’t want anyone putting pressure on me. So, when I failed to achieve my goals, I was able to: • Rationalize my failures. • Make excuses for my behavior. • Blame others and circumstances.

The acronym SMART hints at the challenges one might face if the characteristics are not addressed properly when defining the goals. Identifying challenges for each of the characteristics, Accomplishing a goal is likely to be more challenging if it is not: - Specific enough - either it is too broad or, in rare cases, too narrow. - Measurable as the measuring method is not relevant or accurate enough. - Achievable as it lacks resources or the priority is too low. - Realistic as it is too abstract for its context. - Time-bound due to I’ll-defined schedule.