SMART Goals are everywhere. Every organisation has its own framework – mostly familiar; occasionally innovative.
Trainers and speakers (like me) get competitive. I only had to hear that one trainer offered SMARTER Goals to be off and running. In my book, Brilliant Time Management, I put forward the acme: SMARTEST Goals. ‘Beat that!’ I thought.
Reflecting on the wisdom of goal setting, I know that it has a valuable part to play in personal development, professional performance and achieving success in your endeavours. So what are the criteria for a goal to be wise?
Notice, I haven’t capitalised the word ‘wise’. It is great fun creating acronyms. I have no doubt that, with my trusty thesaurus and synonym dictionary, I could do it again, thanks to the breadth and flexibility of the English language, but that is little more than smart. What are the ideas that matter in making your goals wise?
Here are my six suggestions. You may have your own. Please add them to the comments.
First, I think that for a goal to be wise, it must make a difference: a difference that matters, a valuable contribution to your or others’ well-being. And that difference must be sustainable in some way. Long-term thinking is an important part of wisdom. Ephemeral achievements rarely create more than point-scoring success.
Goals create change and change can have unintended consequences. So my next criterion for wise goals is that you must first work hard to understand the possible consequences of your actions – both in achieving your goal and also the results of achieving it. You can never eliminate the truly un-knowable, but you can invest the effort to turn as much of the unknown risk into known risk.
It would be absurd to suggest that wise goals create no known risk; as absurd as to suggest that you should always take risks. What you must do is to assess how much risk is appropriate – what are the possible costs and are you prepared to pay them? More important still; you almost certainly will not bear the whole cost of any unfavourable consequence: what about the people who will?
Other people will become involved in your efforts to create your goal, to a small or large extent. It is not that you are required to not be selfish: it’s a perfectly reasonable choice to do something for yourself. Rather, it is that, even when you do act for yourself, it is possible to choose ways that include a measure of generosity.
Goals take focus to deliver and we can soon find ourselves more on a railway track that on a flight path. With few alternatives, it is easy to get into an ‘I’ve started so I will finish’ mindset. But if your goals are worthwhile, they may also take a period of time to deliver. What if things change? What if you change? What if new experiences and opportunities come along? A wise goal is one that allows for modification, change or replacement. Stay available to outside influences.
How many people do you know who are living their life as if for someone else? What goals do they set? Perhaps they set the goals they think they ought to set. Perhaps they set the goals they think others would think they ought to set. Where do your goals really come from? Are they authentically what you want? If they are not, then neither are they wise.
Mike Clayton’s book, Powerhouse, features a five-mode model of thinking that describes each mode in terms of a primary job description: ‘Click’ for efficiency, ‘Bubble’ for rigour, ‘Hum’ for survival edge, ‘Sigh’ for insight and ‘Squeak’ for empathy.
You can learn more about Powerhouse and ideas like the one in this article at the Powerhouse microsite.
If you are a new manager, take a look at these free videos for new managers.