By Shannan Hearne, Summit Technologies Marketing Specialist
Management theorist and consultant, Peter F. Drucker (of Drucker-School of Management fame) used the acronym SMART to define and structure success metrics for setting goals.
Specific—You can define the goal in a clear and precise manner.
Measureable—You can assign a number or checkpoint to the goal.
Achievable—You can actually attain the goal.
Relevant—You can apply the goal to your work or your plan or your larger initiatives.
Time-bound—You can set a certain time period to achieve the goal.
Want to work smarter? I would propose that you rewrite your goals one more time with SMARTER goals instead of SMART goals. What do the last E and R stand for? Evaluator and reward. It is a good idea to have a team or individual who makes the judgment call that the goal is achieved rather than still a work in progress and for best possible team and organization buy-in don’t just show a percentage or number but show how it impacts the organization in the long run.
The evaluator may or may not be a member of the team who brings the goal to life. But the evaluator should be well versed enough in the goal and its implementation to identify whether it was completed successfully and met its measurable criteria.
The reward is an integral part of the evaluation and the drive behind the goal. What is the reward to the business or team or organization when the goal is completed?
SMARTER goals are a key to achieving success - in marketing, in digital transformation, and in life.