Setting SMART Goals in Performance Coaching
Part of the Performance Coaching Cheat Sheet (UK Edition)
One aspect of successful performance coaching is ensuring that the goals set by the individual are clear, behavioural and realistic. Make sure that the goals you set are:
Specific. Ensure that a goal is stated in specific terms (for example, ‘To make a presentation to the board at the next quarterly meeting regarding the advantages of a global strategic response’).
Measurable. Ensure that the goal can be measured (either the individual will make the presentation concerned or not).
Achievable. Check to see that the goal can be achieved in the time available and whether the goal is within the individual’s ability (for example, there are two months before the next board meeting so there is enough time to prepare the information required and your colleague has given presentations before – and has the skill to deliver).
Relevant. The goal should be relevant to success in a specific area. Ensuring the goal is important to it encourages commitment (in other words, this presentation will open the way to position the department and your colleague more favourably).
Time Bound. Check the timeframe that the goal needs to be achieved in (for example, the date of the next quarterly board meeting).