Merrick, NY—Anyone who’s ever worked in a corporate environment or taken any management or HR courses knows about SMART goal setting: you are taught that all goals should always be specific, measurable, attainable, realistic, and timely.
Except when they shouldn’t. That’s the point of a recent article by Mark Hunter on his website, The Sales Hunter. Hunter says that many people focus so hard on setting measurable goals that they tend to lean toward those that are easy to measure, in particular. And that can be counterproductive to the real goals they should be focusing on. Instead, he says, goals are designed to help achieve specific outcomes, not just numbers, and the first step is to focus on the outcome you want, even if it is something that can’t be measured. After that, he writes, as you think about what has to happen to achieve the outcome, you then discover the elements you can measure.
Top image: Strategicmodularity.com