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SMART Goal Setting

The Science of Goal Setting 

As we pack away our holiday décor and step into a fresh New Year, many of us eagerly open new calendars and planners, inspired by the hope of a clean slate. We jot down ambitious resolutions, convinced that this will finally be the year we achieve them all. Whether we call them New Year’s resolutions or simply personal and professional goals, setting objectives is a powerful practice. 

Research shows that goal setting is linked to higher motivation, self-esteem, self-confidence, and autonomy, with a strong correlation between setting goals and achieving success. However, effective goal setting goes beyond making a to-do list—it’s a science. 

This year, ESC is excited to provide professionals with proven strategies for setting and achieving meaningful goals. These methods can be especially valuable in the workplace, helping managers and employees enhance performance, navigate annual reviews, and drive results more effectively. 

 

The Science of Motivation  

According to Harvard Business review, goal-setting impacts both intrinsic and extrinsic motivation. Intrinsic motivation is the drive to complete a task simply because it is interesting or enjoyable. Extrinsic motivation is the desire to achieve an external reward, such as a raise or promotion.  

Goals driven solely by extrinsic factors risk losing their appeal once the reward is achieved or removed. We can see this a lot when goals are materialistic. To avoid this, consider incorporating some intrinsic elements to ensure long-term commitment. Another helpful strategy is using extrinsic rewards to complement intrinsic motivators, such as treating yourself to something enjoyable after completing a milestone. This helps to emphasize the personal satisfaction of your progress.  

If a goal feels too externally driven, explore ways to reconnect it to intrinsic motivations. For instance, if you’re pursuing a career for financial security (extrinsic), identify aspects of the work you find enjoyable or fulfilling (intrinsic). 

A balance of both motivations ensures your goals remain meaningful and sustainable over time. 

 

SMART and SMARTER 

The SMART method of goal setting is one of the most popular techniques for goal setting. Developed back in 1981 by George T. Doran, a consultant and former Director of Corporate Planning for Washington Water Power Company, SMART was designed to help managers create clear, actionable objectives. SMART stands for Specific, Measurable, Achievable, Relevant, and Timebound. While SMART goals are commonly used in business and management, they are valuable for personal and professional growth as well. Each goal doesn’t necessarily need to include every element, but using the framework increases the likelihood of success. 

At ESC, we recommend SMART goals for annual reviews, performance improvements, and career development. As a leading HR outsourcing company, we provide resources to help managers build essential skills. For more insights, visit myesc.com to explore our blog and connect with HR experts today. 

SPECIFIC 

Many of us start with broad, ambitious ideas, but without clarity, they often remain just that—ideas. A specific goal increases the likelihood of success by breaking down what needs to be done, who is responsible, and the necessary steps to achieve it. 

For example, consider someone who wants to write a book. They love writing (intrinsic motivation) and dream of getting published (extrinsic motivation). However, such a goal can feel overwhelming, making it easy to postpone. When we add specific details, the goal becomes more structured and attainable, preventing it from fading into the background. 

A specific goal is detailed, and answers questions like: 

  • What needs to be accomplished?  
  • Who’s responsible for it?  
  • What steps need to be taken to achieve it? 

By defining the genre, length, and target audience, our aspiring author’s dream transforms from a vague idea into a clear, actionable plan—making success far more achievable. 

MEASURABLE  

A goal without clear metrics is difficult to track. Making goals measurable ensures you can monitor progress and know exactly when you’ve reached your target. Imagine you’re a manager conducting a performance review for an employee struggling to meet quarterly sales targets. After ensuring they have the right tools and support, you work together to set a measurable goal, such as increasing sales revenue by 10% over the next quarter. Tracking specific dollar amounts provides clarity and accountability. 

Regardless of the goal—personal or professional—scheduling regular check-ins is essential. You may discover the need for additional resources, support, or adjust your goal to stay on track. 

ACHIEVABLE  

Nothing is more discouraging than setting a goal that feels impossible to reach. To stay motivated and on track, it’s essential to set goals that are challenging yet realistic. 

Let’s revisit our aspiring author. They’re passionate about writing but have struggled to complete more than ten chapters. Instead of aiming to finish an entire book at once, a more achievable goal could be writing three additional chapters within the next month. Once accomplished, they can build on this momentum by setting another SMART goal. Breaking big goals into smaller milestones keeps progress steady and motivation high—plus, each achievement provides that satisfying dopamine boost when checking off tasks. 

Achievability in the Workplace 

Setting unrealistic goals in the workplace can lead to stress, frustration, and a toxic culture. Employees thrive when expectations are challenging but attainable, leading to higher productivity and job satisfaction. 

Recognition is a powerful motivator. Regularly acknowledging employee achievements—both big and small—can strengthen engagement and loyalty. Even simple gestures of appreciation can foster a sense of belonging and trust. For more information on workplace culture, check out our blog on the topic here.  

RELEVANT / REALISTIC 

A relevant goal aligns with your values, priorities, and long-term objectives, ensuring you’re working toward something meaningful rather than chasing arbitrary targets. Setting relevant goals helps you stay focused, motivated, and intentional in both personal and professional development. 

Relevant Goal: Attending a leadership training in the next year, such as Lean Six Sigma training through our sister company, Meliora Partners. This directly supports career growth. 

Irrelevant Goal: Reading two books. While reading is beneficial, it lacks specific relevance to professional development unless tied to a larger learning objective. 

How to Ensure a Goal is Relevant: 

  • Does this goal align with my bigger purpose? Ensure it connects to your broader ambitions (e.g., career growth, personal development, health). 
  • Is this the right time? Consider if now is the best moment to pursue this goal or if other priorities take precedence. 
  • Does this goal fit into my overall plan? Avoid setting goals that conflict with other objectives. 
  • Will achieving this goal bring genuine value to my life or work? If it doesn’t contribute meaningfully, reconsider its importance. 

By focusing on relevant goals, you ensure your efforts lead to real progress and fulfillment, rather than wasted energy on goals that don’t truly matter. 

TIMEBOUND  

To achieve your goals, it’s essential to have a clear timeframe. Without a deadline, goals can easily drift, remaining unfulfilled for years. Setting a realistic time constraint keeps your goals grounded and motivates you to act within a defined period. 

Tips for Setting Effective Time-Bound Goals 

  • Avoid overly tight deadlines – Choose a timeframe that’s challenging yet achievable. 
  • Use both short-term and long-term deadlines – Break larger goals into smaller, time-bound milestones. 
  • Review progress regularly – Schedule weekly or monthly check-ins to stay on track. 
  • Adjust when necessary – If obstacles arise, don’t abandon the goal—refine your deadline to accommodate challenges. 

A time-bound goal ensures you stay focused, motivated, and on schedule to achieve meaningful outcomes. 

SMARTER 

Some people find additional success in achieving goals by setting SMARTER goals.  SMARTER goal setting means that goals are specific, measurable, achievable, relevant, and timely, and that goals should be evaluated and can be revised. Quantam Workplace has a great blog on this. They suggest that evaluation is best during one-on-one conversations with individual team members, at least when you’re considering individual goals and not team goals. They also caution that goals do not have to be revised, but it is an option as circumstances change. 

Conclusion

In conclusion, setting clear, structured goals is essential to turning your ambitions into tangible achievements. By making your goals Specific, Measurable, Achievable, Relevant, and Time-bound, you create a clear roadmap to success, whether in your career or personal life. As Tony Robbins, world-renowned motivational speaker and author of Unlimited Power, wisely states, “setting goals is the first step from turning the invisible to visible.” By defining your goals and breaking them down into actionable steps, you can begin to transform your dreams into reality. 

Ready to take the next step in your goal-setting journey? Contact us for additional resources and expert insights to help you succeed!