�SMART goal setting process for these things, too. (You know, making your goal Specific, Measurable, Attainable, Realistic and Time-Bound?) As part of the SMART goal setting process, we've been taught to set a target for a goal - a measurement that defines whether the goal has been met or not. It may be an amount, a percentage, a date, or some other criteria. "Complete Microsoft Excel training class by December 31st, 2009", or "Lose 20 pounds by Christmas", or some such thing. Did you ever wonder, though, how to account for losing 19 pounds by Christmas? After all, shouldn't 19 pounds count for something? Usually, what we end up doing is considering losing 19 pounds as having met the goal, when technically, the goal was missed. As a result, our goal setting and scoring at the end winds up being rather sloppy and vague in order to account for "almost-met" goals. This leads us to start believing that falling short on a goal is okay, and pretty soon, it screws up the whole goal setting and achievement process. At issue here is how the measurement criteria are developed.We've discovered a much better process in working with clients over the years. Instead of simply identifying how to judge the goal and selecting a target to hit, we help them develop clear missed, met, and exceeded criteria when setting goals. By determining these three different measurement criteria up front, the need for interpretation and "almost met" goals at the end is completely eliminated. Setting missed, met, and exceeded criteria involves 1) setting the missed criterion, 2) setting the exceeded criterion, and 3) identifying the range between the missed and exceeded criteria as the met criterion.Let's take a sample business-related goal and discuss how to create measurement criteria for it: To increase total power drill sales to $3.1 million by FYE 12/31/09.SMART Goal-Setting Isn't so Smart After All
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