Eisenhower matrix: Difference between revisions

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:Specific - simple, sensible, significant
:Specific - simple, sensible, significant
:Measurable - meaningful, motivating
:Measurable - meaningful, motivating
:Achievable - agreeed, attainable
:Achievable - agreed, attainable
:Relevant - reasonable. realistic, resourced, results-based
:Relevant - reasonable. realistic, resourced, results-based
:Time-bound - time-limited, time/cost limited, timely, time-sensitive
:Time-bound - time-limited, time/cost limited, timely, time-sensitive
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SMART Criteria
SMART Criteria
S


Specific
Specific
What will you achieve? What will you do?
M
Measurable
What data will you use to decide whether you've met the goal?
A
Achievable
Are you sure you can do this? Do you have the right skills and resources?
R
Relevant
Does the goal align with those of your team or organization? How will the result matter?
T
Time-bound
What is the deadline for accomplishing the goal?
How to Write a SMART Goal
Paul J. Meyer, businessman, author and founder of Success Motivation International
, describes the characteristics of SMART goals in his 2003 book, "Attitude Is Everything: If You Want to Succeed Above and Beyond
." We'll expand on his definitions to explore how to create, develop and achieve your goals:
1. Specific
Your goal should be clear and specific, otherwise you won't be able to focus your efforts or feel truly motivated to achieve it. When drafting your goal, try to answer the five "W" questions:
     What do I want to accomplish?
     What do I want to accomplish?
     Why is this goal important?
     Why is this goal important?
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     Which resources or limits are involved?
     Which resources or limits are involved?


Example
Measurable
 
Imagine that you are currently a marketing executive, and you'd like to become head of marketing. A specific goal could be, "I want to gain the skills and experience necessary to become head of marketing within my organization, so that I can build my career and lead a successful team."
2. Measurable
 
It's important to have measurable goals, so that you can track your progress and stay motivated. Assessing progress helps you to stay focused, meet your deadlines, and feel the excitement of getting closer to achieving your goal.
 
A measurable goal should address questions such as:
 
     How much?
     How much?
     How many?
     How many?
     How will I know when it is accomplished?
     How will I know when it is accomplished?
    What data?


Example
Achievable
 
    Do you have the right skills and resources?
You might measure your goal of acquiring the skills to become head of marketing by determining that you will have completed the necessary training courses and gained the relevant experience within five years' time.
3. Achievable
 
Your goal also needs to be realistic and attainable to be successful. In other words, it should stretch your abilities but still remain possible. When you set an achievable goal, you may be able to identify previously overlooked opportunities or resources that can bring you closer to it.
 
An achievable goal will usually answer questions such as:
 
     How can I accomplish this goal?
     How can I accomplish this goal?
     How realistic is the goal, based on other constraints, such as financial factors?
     How realistic is the goal, based on other constraints, such as financial factors?


Example
Relevant
 
    Does the goal align with those of your team or organization?  
You might need to ask yourself whether developing the skills required to become head of marketing is realistic, based on your existing experience and qualifications. For example, do you have the time to complete the required training effectively? Are the necessary resources available to you? Can you afford to do it?
    How will the result matter?
 
Tip:
 
Beware of setting goals that someone else has power over. For example, "Get that promotion!" depends on who else applies, and on the recruiter's decision. But "Get the experience and training that I need to be considered for that promotion" is entirely down to you.
4. Relevant
 
This step is about ensuring that your goal matters to you, and that it also aligns with other relevant goals. We all need support and assistance in achieving our goals, but it's important to retain control over them. So, make sure that your plans drive everyone forward, but that you're still responsible for achieving your own goal.
 
A relevant goal can answer "yes" to these questions:
 
     Does this seem worthwhile?
     Does this seem worthwhile?
     Is this the right time?
     Is this the right time?
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     Is it applicable in the current socio-economic environment?
     Is it applicable in the current socio-economic environment?


Example
You might want to gain the skills to become head of marketing within your organization, but is it the right time to undertake the required training, or work toward additional qualifications? Are you sure that you're the right person for the head of marketing role? Have you considered your partner's goals? For example, if you want to start a family, would completing training in your free time make this more difficult?
5. Time-bound
Every goal needs a target date, so that you have a deadline to focus on and something to work toward. This part of the SMART goal criteria helps to prevent everyday tasks from taking priority over your longer-term goals.
A time-bound goal will usually answer these questions:


Time-bound
    What is the deadline for accomplishing the goal?
     When?
     When?
     What can I do six months from now?
     What can I do six months from now?
     What can I do six weeks from now?
     What can I do six weeks from now?
     What can I do today?
     What can I do today?
Example
Gaining the skills to become head of marketing may require additional training or experience, as we mentioned earlier. How long will it take you to acquire these skills? Do you need further training, so that you're eligible for certain exams or qualifications? It's important to give yourself a realistic time frame for accomplishing the smaller goals that are necessary to achieving your final objective.

Latest revision as of 10:24, 13 June 2024

Eisenhower matrix [∞]

Discussion

Urgent Less urgent
Important Do first Schedule
Less Important Delegate Don't do

Smart goals

Specific - simple, sensible, significant
Measurable - meaningful, motivating
Achievable - agreed, attainable
Relevant - reasonable. realistic, resourced, results-based
Time-bound - time-limited, time/cost limited, timely, time-sensitive

Discussion

Specific Measurable Achievable Relevant Time-bound


SMART Criteria

Specific 

   What do I want to accomplish?
   Why is this goal important?
   Who is involved?
   Where is it located?
   Which resources or limits are involved?

Measurable 

   How much?
   How many?
   How will I know when it is accomplished?
   What data?

Achievable 

   Do you have the right skills and resources?
   How can I accomplish this goal?
   How realistic is the goal, based on other constraints, such as financial factors?

Relevant 

   Does the goal align with those of your team or organization? 
   How will the result matter?
   Does this seem worthwhile?
   Is this the right time?
   Does this match our other efforts/needs?
   Am I the right person to reach this goal?
   Is it applicable in the current socio-economic environment?


Time-bound 

   What is the deadline for accomplishing the goal?
   When?
   What can I do six months from now?
   What can I do six weeks from now?
   What can I do today?
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