How to write SMART project management goals

How to write SMART project management goals

As a guide, goals can help organizations determine their ultimate goals. Because it sets the direction and broad vision for an organization’s business plan, goal setting is essential. The best project goals align with the organization’s vision, mission, and culture. They also describe business aspirations and open the door to more specific objectives. Although it is easy to create general goals, productivity is hampered by the lack of specifics.
Table of Contents
Goals vs. objectives
SMART goals
SMART goals
Examples of SMART goals
Template for SMART goals
Are you ready to write your SMART goals now?
Goals vs. objectives
Return to the top
Although the terms are often used interchangeably by professionals, goals and objectives can have important implications and differences. It is difficult to measure the company’s goals and intentions. Companies and teams can set goals to motivate themselves towards a goal or achievement. While a generic project goal is motivating, adding specific objectives to the company’s goals will help it reach its goals. A SMART goal is a great way to set goals.

Also read: Struggling with Aligning Your Innovation Goals with Your Business Needs
Return to the top
In 1981, George T. Doran created the SMART goal planning acronym to make goal setting easier. It assists organizations in setting their goals and objectives more effectively. The SMART method prepares individuals and teams to increase their productivity. They can be more focused, clearer in their thinking, use their time wisely, and increase their chances to achieve more. The acronym SMART goals stands for:
S-pecific M -easurable Achievable R-elevant -ime bound
SMART Objectives
Return to the top
Setting objectives is the next step in achieving the project goal. Objectives are different from goals because they are specific actions or measurable steps that companies or teams can take in order to reach their goals.
Specific answers the questions, “Aowhat should we do?” and “How can we know it’s done?” It should also describe the final result of the specific work. Specific means that the project manager format the objective statement so that everyone who sees it can interpret it the same way. It is helpful to use the 5W method:
What are my goals?
Who is involved?
What resources are involved?
It is located where?
Why is it important?
Measurable answers the question “Aohow can I be sure it meets my expectations?” It also answers the question “Aohow much” or “Aohow many” the stakeholders are expecting to achieve. Quantifiable terms such as costs, deadlines and quality are useful in assessing this. Also, groups should ensure that they are able to measure their objectives against any particular standard. There are two types: frequency measurement and quantity measurement. Quantity measurements are percentages. Frequency measurements can be daily or weekly. It is difficult to create measurable objectives. Stakeholders trade objectives that add value to the business for those which are measurable.
It is possible
Achievable answers the questions, “Aocan I achieve it?” or “Aoam is this goal achievable by me?” or “Aoam am I equipped with the knowledge and skills to meet the expectation?” Also, companies and teams should be aware of the obstacles that may prevent them from achieving the goals they have set. It shouldn’t be too difficult for anyone to reach an objective. It shouldn’t be too difficult or too low that it doesn’t encourage people or teams to reach their full potential. It should be possible, but not impossible.