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MindMap Gallery 1. The SMART principle of goal management——How to make your goals specific and clear
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1. The SMART principle of goal management——How to make your goals specific and clear
Goals are the direction of our plans and actions. However, how to formulate effective goals? How to use the 6W3H analysis method to make your goals specific and clear?
Edited at 2023-06-29 17:44:00
1. The SMART principle of goal management——How to make your goals specific and clear
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SMART principles of management by objectives
S —— Specific: [Principle of specificity] Goals must be specific and clear; (Performance appraisal must focus on specific work indicators and cannot be general)
Example: Change "I want to lose weight" to "I want to lose 20 pounds"
How to make goals specific and clear? (Using 6W3H analysis method)
We must have a clear goal before taking action. The goal is the direction guide for our plans and actions!
1.What: What to do? (Decided)
Mainly refers to: determine what to do? From the beginning of the plan, you should be clear about your purpose and what you should do at each step? Be specific about the execution details of each task, the detailed steps and sequence of actions
[Details] What to do? What is the work content? what to prepare? Why do you do this? Is there anything more appropriate? Why is it something more appropriate? What is the content? What goals need to be achieved?
2.Why: Why do it? (Determine the reason)
Mainly refers to: Why do you do this? Are they consistent with our long-term goals and values? Clearly understand the purpose and reasons for the work being carried out
[Details] Why do you want to do it? What's the purpose? Can you not do it? Are there any alternatives? Why do this? what is the reason? Why is this the reason? Is there a more reasonable reason? Why is it a more reasonable reason? Can you do something else?
3.When: When will it be completed? (timing)
Mainly refers to: When will it be completed?
[Specific details] Is there a time limit? When does it begin? How long does it last? How long will it take? When will it be completed? the term? When is it most efficient? Want to arrange different tasks in different time periods? When to check? Why at this time? Is there a better time? Why is a more appropriate time?
4.Who: Who will do it? (Definite person)
Mainly refers to: Who will do it? Who can help me do this? Do they help me?
[Specific details] Who are the specific people participating in this project? Do I have to do it myself? Can you entrust someone else to do it? Report to whom? Who is in charge? Who are the facilitators? Who will bear the responsibility? Who will complete it? Why him/her? Is there anyone more suitable?
5.Where: Where to do it? (fixed point)
Mainly refers to: where to do it? What's the environment like there?
[Specific details] Where is/the best place to start? Where to do it? Where is the location? Why do it at this location? Is there a more suitable location? Why is it a more suitable location?
6.Which: order
Mainly refers to: when there are multiple proposals, which proposal to choose and what are the selection criteria?
[Specific details] Determine the priority of the work, (why this order?) Find out the key countermeasures to solve the problem
1.How: How to do it? (determined method)
Mainly refers to: how to do it? How many steps and stages? Clarify how each action is to be carried out and the sequence and steps to carry out it
[Details] How to do it? By what method? Why use this method? How to improve efficiency? What is the implementation process like? What's the method? Is there a more appropriate way? Why is there a more appropriate way?
2.How much: Cost (Pricing)
Mainly refers to: how much to do? To what extent? How much manpower, time, energy and financial resources are spent? How many resources are used? What is the budgeted cost? Where do these resources come from? Can it be obtained?
[Details] How much does it cost? What effect is achieved? How's the quantity? What is the quality level? What is the cost output? How to save costs?
3.How many: quantity/measurement
Mainly refers to: What is the number of jobs?
[Details] What is the measurement method? How to quantify this metric?
Planning means breaking down your goals until you know what you should do?
M ——Measurable: [measurable principle] Goals must be measurable; (performance indicators are quantitative or behavioral, and data or information to verify these indicators is available)
Example: "Run faster" is changed to "Long distance running pace within 5 minutes"
A — Achievable/Attainable: [Achievable Principle] Goals must be achievable/achievable; (Performance indicators can be achieved with effort, avoid setting goals that are too high or too low.)
Example: "Read 50 books this year" is changed to "Read 20 books this year"
R — Relevant/Realistic: [Relevant principle] Goals must be relevant (balanced and related) to job responsibilities or strategies (the indicators are tangible and can be proven and observed)
Example: This year’s goal is to lose weight. You cannot set a goal of bench pressing more than 100 pounds.
T —Time Bound/Time backed: [Principle of time limit] Goals must have clear deadlines (set deadlines)
Example: "I want to lose 20 pounds" is changed to "I want to lose 20 pounds in three months."