If the SMART system doesn’t ring your bell, try this one from Martha Beck and Oprah.com. The following abridged excerpt is from her article, How Three Simple (But Powerful) Words Can Put You On the Path to Happiness.
Step One: Pick a goal, any goal.
Think of a typical noun-verb goal, something for which you frequently hanker. Be honest rather than politically correct. Some people may have deep desires to establish world peace, stop global warming, and end poverty, but maybe you actually think more about, I dunno, reaching your target weight. And that’s okay. This is not a beauty pageant (those contestants can afford to wish for world peace; they’ve all reached their target weight). What I want you to do is fess up to your real desires. Now pick the biggest, most ambitious one.
Step Two: Gaze into the future.
You don’t need a crystal ball to see what’s up ahead; the three pounds of gray matter between your ears will do fine. Use your brainpower right now to imagine what your life would be like if you realized the goal you just identified. Create a detailed fantasy about it. Loiter there awhile, observing your dream-come-true with your mind’s eyes, ears, nose, skin. Then, clear your mind and your throat: It’s time for the magic words.
Step Three: Generate adjectives.
This is the heart of a really effective goal-spell. Begin listing adjectives that describe how you feel in your dream-come-true scenario. This is a simple task, but not an easy one. It requires that you translate holistic, right-brain sensations into specific, left-brain words. Author Craig Childs compares this to “trying to build the sky out of sticks.” Spend enough time in your imagined situation to let your brain leaf through its vocabulary, scouting out accurate adjectives. In goal setting as in fairy tales, the minimum magic number is three. Don’t stop until you have at least that many ways to describe those lovely feelings.
Step Four: Focus on anything that can be described with your adjectives.
Drop the fantasy situation you imagined in step two and concentrate on those adjectives. You might notice that these three words bring your stated goal into sharper focus. For instance, if your New Year’s resolution is to lose ten pounds—a noun-verb goal—but your adjectives are strong, confident, and healthy, you might realize that your actual aim is to get fit. You would see that the strategy you came up with to diet (i.e., eating your weight in hydroponic cabbage) might leave you thinner but also recumbent on a couch without the energy to leave the house—which isn’t what you really want. Thanks to adjectives, you can fine-tune your strategy: Swap a fad diet for a meeting with a nutritionist, and sign up for weight training classes at the gym.
Martha Beck is the author of six books, including Steering by Starlight (Rodale). Read more at: http://www.oprah.com/oprahs-lifeclass/Goal-Setting-Strategies-from-Life-Coach-Martha-Beck/3#ixzz2PQ29CQfW
Goal setting can be a tricky thing. A well-chosen goal can be very motivating but a careless goal can demoralize. One of the most popular goal-setting theories out there is the SMART goal system. The following abridged excerpt is from Paul J. Meyer’s book, Attitude is Everything.
The first term stresses the need for a specific goal over and against a more general one. This means the goal is clear and unambiguous; without vagaries and platitudes. To make goals specific, they must tell a team exactly what is expected, why is it important, who’s involved, where is it going to happen and which attributes are important.
The second term stresses the need for concrete criteria for measuring progress toward the attainment of the goal. The thought behind this is that if a goal is not measurable, it is not possible to know whether a team is making progress toward successful completion. Measuring progress is supposed to help a team stay on track, reach its target dates, and experience the exhilaration of achievement that spurs it on to continued effort required to reach the ultimate goal.
The third term stresses the importance of goals that are realistic and attainable. While an attainable goal may stretch a team in order to achieve it, the goal is not extreme. That is, the goals are neither out of reach nor below standard performance, as these may be considered meaningless. When you identify goals that are most important to you, you begin to figure out ways you can make them come true. You develop the attitudes, abilities, skills, and financial capacity to reach them. The theory states that an attainable goal may cause goal-setters to identify previously overlooked opportunities to bring themselves closer to the achievement of their goals.
The fourth term stresses the importance of choosing goals that matter. A bank manager’s goal to “Make 50 peanut butter and jelly sandwiches by 2:00pm” may be specific, measurable, attainable, and time-bound, but lacks relevance. Many times you will need support to accomplish a goal: resources, a champion voice, someone to knock down obstacles. Goals that are relevant to your boss, your team, your organization will receive that needed support.
The fifth term stresses the importance of grounding goals within a time frame, giving them a target date. A commitment to a deadline helps a team focus their efforts on completion of the goal on or before the due date. This part of the SMART goal criteria is intended to prevent goals from being overtaken by the day-to-day crises that invariably arise in an organization. A time-bound goal is intended to establish a sense of urgency.
Meyer, Paul J (2003). “What would you do if you knew you couldn’t fail? Creating S.M.A.R.T. Goals”. Attitude Is Everything: If You Want to Succeed Above and Beyond. Meyer Resource Group, Incorporated, The.