1. go/learning workshop May 2012
Setting SMART Goals
go/learning workshop
May 2012

2. Agenda Alignment & prioritization Types of goals Preparing the goal
Readiness
Making it SMART
Making it happen

3. Goals that are align and prioritized drive our work
Alignment
We are most effective when are going in the same direction with a shared purpose
Prioritization
Knowing what is most important helps us decide what we should be spending time on
Goals
Goals that are align and prioritized drive our work

4. Strategic & Operational
Types of Goals
What needs to be planned to get us where we want to go?
What needs to be done to get us there with the desired results?
Strategic & Operational
How we get it done most effectively
Development

5. Development Goals Skills, abilities, and experiences needed to:
Reach strategic and operational goals
Increase capability in my current position
Prepare me for more responsibility in the future
Development Goals

6. S Specific M Measureable A Aligned R Realistic T Time bound
Making your Goals SMART
S Specific
M Measureable
A Aligned
R Realistic
T Time bound

7. What if I can’t measure it?
Everything can be measured
Quantity
Quality
Feedback
Use a “proxy” - a good estimate

8. Preparing the Goal What do I want to accomplish?
Why is it important to accomplish this? 
How is it aligned with where I/we want to go?
What will happen if I accomplish it? 
What is at stake if I don’t? 
What is my readiness level* (my willingness and ability)?
What needs to be true in order to make it happen?
Set collaborative performance management expectations
in order to build an effective work relationship with employees – bring in Aligned or model!!!
Role play this with the steps on the screen ?
AGAIN you can do this in a one on one

9. Readiness Level is a combination of:
Willingness: the amount of confidence, commitment, and motivation demonstrated.
Ability: the amount of knowledge, experience, and skill that a person is currently demonstrating for a task.
Taken from

10. Readiness Level is Task Specific
Able confident, willing R3
Able, unsure; able unwilling R2
Unable,
willing R1
Unable, unsure
(R) = Readiness
Level

11. Identify Readiness Level
Task or Goal:
Willingness:
High
Low R4 R3 R2 R1
Ability:
Behavioral Evidence:
·Review Willingness and Ability and ask which do participants think is most important consideration if had to choose.
Use the handout with scale to assess and discuss appropriate leadership style for the goals written earlier. Refer to these when completing the assessment.

12. Practice Writing a SMART Goal
Prepare the Goal
Check Readiness level
Make it SMART

13. Next Steps Share your draft with someone who can help
Check in with your manager for perspective*
Discuss priorities
Share readiness level
Enlist support
Finalize your goal
Set a plan to create “windows of when”**
Track, review, adjust and record
*This can be done before during and after the goal setting process – especially since your manager may give you some goals
** from Porter Knight