SMART goals are specific, measurable, achievable, relevant, and time-bound—that's what the acronym spells out. When you make them, you make sure your goal sticks to all five of those requirements, usually writing it out in a sentence like this: “By the end of the month, I will have aced three practice quizzes to prepare for my chemistry test.” It’s specific because it says what you’re going to do and why, measurable because you’re setting an amount of quizzes and expected grade on each, achievable because it can reasonably be done, relevant because it has to do with a pressing need, and time-bound because it’s related to a forthcoming deadline.
When FAST goals make sense
The first helpful SMART goal alternative is the FAST goal, which is especially useful if you’re in a position to lead or delegate, but is generally good for teams overall. FAST stands for the following:
Ambitious scope
Transparent
Say your team at work has to build a report for the end of the quarter. You already know when it’s due, so you don’t need to incorporate timeliness, like you would with a SMART goal. Instead, consider the task through the FAST lens, setting up regular times to meet and discuss it and creating clear communication channels so everyone can stay on the same page. The success of the project might be measured by manager feedback, client response, the enhancement of processes, or increases in sales; you need to define early on what “success” will look like, but staying communicative and transparent will help—and will enable you to make the end goal ambitious.
When to use PACT goals
PACT goals, like FAST goals, focus more on the process of achieving a desired result than the measurements of the result itself. Here’s what PACT stands for:
Actionable
Trackable
Keeping the purpose front and center is important, as it helps you stay motivated and reminds you of what you’re really working toward. If you’re building a report at work, you can get caught up in the absolutism of knowing this is your assigned task and you have to do it, which can lead to losing sight of why you're actually toiling. If you bear in mind that you’re building the report so your company can bring in more clients or enhance internal operations, you remember that this could lead to more business, accolades, or even a raise for you. Tracking your progress is also key to staying motivated and moving toward an end goal, even if it isn’t as rigidly defined as a SMART goal might be.
Again, you'll need a document that outlines all this. Think of it like a mission statement and stick it in the SSOT. Here, it might be like, "Our team will compile the report by each dedicating one hour of time to it a day for the next month, inputting our work hours and achievements into the attached spreadsheet, and meeting every Friday to discuss progress."
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