S.M.A.R.T. is an acronym for a framework used to set goals. Each element of the SMART framework works together to create a carefully planned, clear, and trackable goal. To make sure your goals are clear and reachable, each one should be:

Specific (simple, sensible, significant)

Be as clear and specific as possible with what you want to
achieve. The narrower your goal, the more you’ll understand the necessary steps.

Your goal should be clear and precise, otherwise, you will be unable to focus your
efforts or feel truly motivated to achieve it. Answer the following questions when drafting
your goal:

• What do I want to accomplish?
• Why is this goal important?
• Who is involved?
• Where is it located?
• Which resources or limits are involved?
• What outcomes are we looking for?
• Is it clear what the objective means?
• How will this be achieved and what strategies will be followed?
• What needs to happen?
• What are we going to do, with or for whom?
• Who will be responsible for what and do we need anyone else to be involved?
• When do we want this to be completed?

Measurable (meaningful, motivating) What evidence will prove you’re making progress toward your goal? Setting milestones along the way will allow you to re-evaluate and correct as needed.

It is important to have measurable goals, so you can track your progress, and stay
motivated. A measurable goal should answer the following questions:

• How much?
• How many?
• How will I know when it is accomplished?
• How will I know that the change has occurred?
• Can these measurements be obtained?

Achievable (attainable). Have you set an achievable goal? Setting goals you can reasonably
accomplish within a certain timeframe will help keep you motivated and focused. Before you begin working toward a goal, decide if it’s something you can achieve now or whether there are
preliminary steps you need to take to better prepare.

Your goal needs to stretch your abilities but remain possible. Tip: Beware of setting a goal that someone else has power over.
For example, “Getting that raise!” depends on the bosses’ opinion. “Getting the experience and
training that is needed to be considered for that raise” is entirely on you. An achievable goal will
answer the following questions:

• How do I accomplish this goal ?
• How realistic is the goal, based on other constraints ?
• Who will carry out the actions required?
• Do they have the necessary skills to do the task well?
• Are the resources (personnel, funding, time, equipment etc.) to achieve this objective available or can they be obtained?
• Who will bear responsibility for what?

Relevant (reasonable, realistic, resourced, results-based). When setting goals, consider whether they are relevant. Each of your goals should align with your values and longer-term goals. If a goal doesn’t contribute towards a larger objective, you might need to rethink it. Ask yourself why the goal is important to you, how achieving it will help you, and how it will contribute to a longer-term goal.

Relevance is about ensuring your goal matters to you and that it aligns with other
relevant goals. A relevant goal answers “yes” to these questions:

• Does this seem worthwhile?
• Is this the right time?
• Does this match our other efforts/needs?
• Am I the right person to reach this goal?
• Is it applicable in the current socio-economic environment?

Time bound (time-based, time limited, time and cost limited, timely, time-sensitive). What is the timeframe to achieve your goal? An end date can provide motivation and help you prioritize. If you haven’t achieved our goal within the time you allocated, take time to consider why? Was your timeframe unrealistic? Did you run into unexpected roadblocks? Or was your goal unachievable?

Every goal needs a target date, so you have a deadline to focus on, and something to
work toward. A time-bound goal will answer these questions:

• By when?
• What can I do today?
• What can I do six weeks from now?
• What can I do six months from now?
• What is the end date?