SMART criteria explained

S.M.A.R.T. (or SMART) is an acronym used as a mnemonic device to establish criteria for effective goal-setting and objective development. This framework is commonly applied in various fields, including project management, employee performance management, and personal development. The term was first proposed by George T. Doran in the November 1981 issue of 'Management Review',[1] where he advocated for setting objectives that are Specific, Measurable, Assignable, Realistic, and Time-bound—hence the acronym S.M.A.R.T.

Since its inception, the SMART framework has evolved, leading to the emergence of different variations of the acronym. Commonly used versions incorporate alternative words, including 'attainable,' 'relevant,' and 'timely.' Additionally, several authors have introduced supplementary letters to the acronym.[2] For instance, some refer to SMARTS goals, which include the element of 'self-defined,' while others utilize SMARTER goals.[3]

Proponents of SMART objectives argue that these criteria facilitate a clear framework for goal setting and evaluation, applicable across various contexts such as business (between employee and employer) and sports (between athlete and coach). This framework enables the individual setting the goal to have a precise understanding of the expected outcomes, while the evaluator has concrete criteria for assessment. The SMART acronym is linked to Peter Drucker's Management by Objectives (MBO) concept, illustrating its foundational role in strategic planning and performance management.[4]

History

In the November 1981 issue of Management Review (AMA Forum), George T. Doran's paper titled "There's a S.M.A.R.T. way to write management's goals and objectives" introduces a framework for setting management objectives, emphasizing the importance of clear goals.[5] [6] The S.M.A.R.T. criteria he proposes are as follows:

Doran clarifies that it's not always feasible to quantify objectives at all management levels, particularly for middle-management roles. He argues for the value in balancing quantifiable objectives with more abstract goals to formulate a comprehensive action plan. This emphasizes the integration of objectives with their execution plans as the foundation of effective management.

Common usage

S.M.A.R.T. goals and objectives are key concepts in planning and project management. The acronym, while consistently used, applies differently to goals and objectives. Goals define the broad outcomes intended from a project or assignment, and objectives specify the actionable steps aimed at achieving these outcomes[7] .There is acknowledgment of some variation in the application of the framework, reflecting a range of interpretations in practice.

LetterMost commonAlternative
SSpecific[8] [9] [10] [11] [12] [13] [14] [15] [16] [17] [18] (Strategic and specific)[19]
MMeasurable
AAchievable or attainableAssignable (original definition), Agreed, action-oriented, ambitious, (agreed, attainable and achievable), aggressive[20]
RRelevantRealistic, reasonable, (realistic and resourced), results-based
TTime-boundTime-based, time-oriented, time-limited, time/cost limited, timely, time-sensitive, timeframe

Effectiveness

Research suggests that the effectiveness of the SMART goal-setting framework can vary depending on the context in which it is applied, indicating that its universal application might not always yield effective outcomes.[21]

Career goals

A Michigan State University Extension study highlighted the effectiveness of the SMART goal-setting approach. It showed that individuals who wrote down their goals and outlined action steps had a 76% success rate in achieving them, especially when they shared weekly updates with a friend. This was compared to a 43% success rate for those who didn't document their goals, indicating an advantage to the structured approach of SMART goal-setting.[22] According to the University of California, the SMART framework enhances career goal success. Studies show individuals using SMART objectives are ten times more likely to achieve their goals.[23]

Physical activity

A review of literature indicates mixed effectiveness of the SMART acronym for increasing physical activity.[24] Criticisms focus on its lack of scientific basis and empirical support, suggesting non-specific, open-ended goals might be more beneficial for some individuals. Research indicates that vague or challenging goals could be more effective than specific ones for increasing physical activity. Swann et al. highlight the original SMART framework's absence of theoretical or empirical foundation, contrasting with broader goal-setting research.

Variations

The SMART framework has been expanded by some authors to include additional criteria, enhancing its versatility and application. Examples of these extensions are:

Alternative acronyms

Other mnemonic acronyms (or contractions) also give criteria to guide in the setting of objectives.

See also

Notes and References

  1. Doran . G. T. . 1981 . There's a S.M.A.R.T. way to write management's goals and objectives . Management Review . 70 . 11 . 35–36.
  2. Web site: A Brief History of SMART Goals . 2022-07-08 . Project Smart . 13 December 2014 . en.
  3. Swann . Christian . Hooper . Andrew . Schweickle . Matthew J. . Peoples . Gregory . Mullan . Judy . Hutto . Daniel . Allen . Mark S. . Vella . Stewart A. . 2020-03-01 . Comparing the effects of goal types in a walking session with healthy adults: Preliminary evidence for open goals in physical activity . Psychology of Sport and Exercise . en . 47 . 101475 . 10.1016/j.psychsport.2019.01.003 . 1469-0292 . 149646978.
  4. Web site: Bogue . Robert . Use S.M.A.R.T. goals to launch management by objectives plan . 25 April 2005 . 10 February 2018 . TechRepublic.
  5. Web site: There's a S.M.A.R.T. way to write managements's goals and objectives . January 11, 2023 . temple.edu.
  6. https://rapidbi.com/why-smart-objectives-dont-work/ Why SMART objectives don't work
  7. Web site: SAMHSA Native Connections . Setting Goals and Developing Specific, Measurable, Achievable, Relevant, and Time-bound Objectives . Substance Abuse and Mental Health Services Administration.
  8. Book: Yemm, Graham . Essential Guide to Leading Your Team: How to Set Goals, Measure Performance and Reward Talent . 2013-07-05 . 2013 . . 978-0-273-77244-6 . 37–39.
  9. Book: Piskurich, George M. . Rapid Instructional Design: Learning ID Fast and Right . 2013-07-05 . 2011 . . 978-1-118-04692-0 . 132.
  10. Book: Richman, Larry . Improving Your Project Management Skills . 2013-07-11 . 2011 . AMACOM Division of American Management Association . 978-0-8144-1729-4 . 65.
  11. Book: Frey . Bruno S. . Osterloh . Margit . Successful Management by Motivation : Balancing Intrinsic and Extrinsic Incentives . 2013-07-11 . 2002 . . 978-3-540-42401-7 . 234.
  12. Book: Lawler . John . Bilson . Andy . Social Work Management and Leadership : Managing Complexity with Creativity . 2013-07-14 . 2013 . . 978-1-135-24705-8 . 84–85.
  13. Book: Poister, Theodore H. . Measuring Performance in Public and Nonprofit Organizations . 2013-07-14 . 2008 . John Wiley & Sons . 978-0-470-36517-5 . 63.
  14. Book: Ryals . Lynette . McDonald . Malcolm . Key Account Plans: The practitioners' guide to profitable planning . 2013-07-14 . 2012 . Routledge . 978-1-136-39065-4 . 268.
  15. Shahin . Arash . Mahbod . M. Ali . 2004 . Prioritization of key performance indicators: An integration of analytical hierarchy process and goal setting . International Journal of Productivity and Performance Management . 56 . 3 . 226–240 . 10.1108/17410400710731437 .
  16. Siegert . Richard J . Taylor . William J . 2004 . Theoretical aspects of goal-setting and motivation in rehabilitation . Disability & Rehabilitation . 26 . 1 . 1–8 . 10.1080/09638280410001644932 . 14660192 . 23648910 .
  17. Book: Dwyer . Judith . Hopwood . Nicole . Management Strategies and Skills. 2010 . . 978-0-07-027767-0.
  18. Web site: SMART objectives . . 10 September 2015 . https://web.archive.org/web/20160304094025/https://www.investorsinpeople.com/resources/share-and-inspire/smart-objectives . 2016-03-04 . dead .
  19. Book: O'Neil . Jan . Conzemius . Anne . 2006 . The Power of SMART Goals: Using Goals to Improve Student Learning . Solution Tree Press . 33 . 978-1-932127-87-4.
  20. Web site: Goal Setting For Life .
  21. Bjerke . May Britt . Renger . Ralph . April 2017 . Being smart about writing SMART objectives . Evaluation and Program Planning . 2017 . 61 . 125–127 . 10.1016/j.evalprogplan.2016.12.009 . 1873-7870 . 28056403. 207569599 .
  22. Web site: 2014-08-26 . Achieving your goals: An evidence-based approach . 2024-01-09 . MSU Extension . en-us.
  23. Web site: Set SMART goals for the 2022-2023 performance year . 2024-01-05 . en-US.
  24. Swann . Christian . Jackman . Patricia C. . Lawrence . Alex . Hawkins . Rebecca M. . Goddard . Scott G. . Williamson . Ollie . Schweickle . Matthew J. . Vella . Stewart A. . Rosenbaum . Simon . Ekkekakis . Panteleimon . 2022-01-31 . The (over)use of SMART goals for physical activity promotion: A narrative review and critique . Health Psychology Review . 17 . 2 . 211–226 . 10.1080/17437199.2021.2023608 . 1743-7199 . 35094640 . 246429452 . free.
  25. Web site: Brian Mac . Goal Setting . Brian Mac Sports Coach . 25 June 2018 . https://web.archive.org/web/20170713064447/https://www.brianmac.co.uk/goals.htm . 13 July 2017.
  26. Book: Pinkett . Randal . Data-Driven DEI: The Tools and Metrics You Need to Measure, Analyze, and Improve Diversity, Equity, and Inclusion . 7 March 2023 . John Wiley & Sons . 978-1-119-85692-4 . 142 . 17 May 2023 . en.
  27. Book: Knips . Andrew . Lopez . Sonya . Savoy . Michael . LaParo . Kendall . Equity in Data: A Framework for What Counts in Schools . 6 October 2022 . ASCD . 978-1-4166-3141-5 . 17 May 2023 . en.
  28. https://www.scribd.com/document/278625947/SMARTA-Objectives-pdf SMARTA Objectives
  29. Book: Step-by-Step Coaching. Atkinson. Marilyn. Exalon Publishing, LTD. 2012. 978-0-9783704-5-9. Rae T.. Chois.
  30. Book: Brown, Quisha. Racial Equity Lens Logic Model & Theory of Change: A Step-by-Step Guide to Help Organizations Become More Confident in Their Ability to Demonstrate Outcomes. Independently Published. 2021. 979-8-5727-2127-0. Monee, IL. 28.
  31. Web site: Forget SMART Goals -- Try CLEAR Goals Instead. 2015-01-03.
  32. Web site: Goal Setting - Are Your Goals SMART PURE and CLEAR. February 2012. 2018-07-24. 2019-06-02. https://web.archive.org/web/20190602061438/http://www.theagileleader.co.uk/2012/02/goal-setting-are-your-goals-smart-pure-and-clear/. dead.
  33. Web site: Successful Delegation: Using the Power of Other People. Academic Learning Network NZ. 2019-02-17. 2019-02-18. https://web.archive.org/web/20190218031516/https://www.learningnetwork.ac.nz/shared/professionalReading/JOAN23.pdf. dead.
  34. Web site: How to Assign Tasks Using a Simple Tool - CPQQRT. Mining Man. 2010-09-30.
  35. Web site: Chowdhury. Madhuleena Roy. June 15, 2021. The Science & Psychology of Goal-Setting 101.
  36. Sull . Donald . With Goals, FAST beats SMART . MIT Sloan Management Review . 2018-06-05.

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