Exploring the ‘R’ in SMART

Why don’t we achieve our goals?

To be honest I’ve not paid much attention to the ‘R‘ in SMART Goal Setting. That is making sure that the goals are REALISTIC. That is until I found myself not achieving some big goals. Especially within the timeframes that I had set. Perhaps you’ve experienced this in the frantic lead up to the end of last year?

There’s one thing to set big goals. However, there’s another way of thinking to ensure that the goals are realistic and achievable. Maybe you are doing Feb-fast. Alternatively, you’ve set goals at the beginning of the year. Perhaps you’ve been a bit stuck for motivation around goals? Or have only just now had the chance to start thinking about your goals?

Whatever your motivation in the Coaching Café we take a fresh look at the value of the ‘R’ in SMART. Importantly, how this might benefit your own performance or the performance of your team or clients.

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The background to SMART

It is widely accepted that SMART was first introduced by George T. Doran. It appeared as an article in Management Review in 1981. Interestingly, it was never framed as the coaching model that we know it tonight. More of a set of guidelines. That answered the question ‘how do you write meaningful objectives?’.

Over the years, Open Door, and many others have used the acronym. But importantly, wrapped quality coaching questions around it.

You can read the original article here.

Reference: Doran, G. T. (1981). “There’s a S.M.A.R.T. Way to Write Management’s Goals and Objectives”, Management Review, Vol. 70, Issue 11, pp. 35-36.

What does Realist mean?

Turning to Google Dictionary we find these definitions:

(1) having or showing a sensible and practical idea of what can be achieved or expected. “I thought we had a realistic chance of winning”

(2) representing things in a way that is accurate and true to life. “a realistic human drama”

Interestingly, they are great definitions to break down further and explore.

The value in being realistic

The first part of the definition shows the value of discussing realistic in our coaching sessions. Asking good coaching questions means we can help turn ideas into the practical and sensible. Furthermore, turning goals into a plan. Importantly breaking tasks down into achievable pieces. For example, using the W in the GROW model.

Realistic does not mean ‘limiting’

Interesting the other part of the definition really resonates with us. Being accurate does not mean limiting. Accuracy is around stating facts. Importantly thinking things through. And we can ask many great coaching questions around this.

True to life, is another part of realistic to have a think about. We can ask:

How is that being your best self?
What’s the truth here?
Or what’s true for you?

These are quality questions that bring a goal to life. Particularly, in a manner that is best for the coachee.

The link to high performance

Interestingly, we can set unrealistic goals to push us of our comfort zones. Furthermore, to achieve what you have never achieved. But we would call that a vision. When it comes to high performance being realistic means:

Breaking that vision down
Being flexible, modifying and adapting
Finding measurable chunks
Gaining motivation from small wins

And of course we can build coaching questions around all of these elements. You will enjoy listening to Brigitte generate these questions on the webinar. And we cover this topic on our Leader as Coach program.

Continue your professional development

If you are a regular, you know the vibe and the great contribution that you make to our discussions. So, we look forward to welcoming you. Furthermore, offering you a value-packed 30 minutes each Friday.

If you’ve not joined us for a Coaching Café, now is your opportunity to schedule this time for your professional and personal development. In addition, you can collect ICF CCE’s for FREE. In no time at all, you’ll be looking forward to Friday lunchtimes, just like we all do!

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