Page 51 - Design Thinking C11

The Procedure of Setting Goals
Goals can be set using the SMART model, which refers to:

S Specific: Define a clear, specific goal.

M Measurable: To ensure you can track progress.
A Attainable: Create a goal that is realistic.
R Relevant: Ensure your goal aligns with your organisation.
T Time-bound: Assign a target date to keep accountability.

How to make Goals SMART?

Specific — A clear and explicit goal provides answers to six questions. Who is involved in the
goal? What do I want to do? Where should I start? When do I start and finish? Which means
should I use? Why am I doing this?
Non-example: I want to learn a musical instrument.

Example: “I want to learn to play the guitar by taking lessons twice a week at the local music
school, and in six months, I will perform at the school's annual talent show.”

Measurable — An easily measured objective answers the questions "How much?" and "How
many?" as well as "How do I understand that I have achieved results?"
Non-example: “I want to improve my fitness.”

Example: “I want to increase my bench press by 20 pounds and be able to run 5 kilometres in
under 25 minutes within the next four months.”

Achievable — Breaking down large goals into smaller segments makes them more achievable.
Bigger Goal: “I want to open my own bakery.”

Breaking it into smaller goals:
1. Complete a baking course
2. Gain work experience in a bakery
3. Save money for startup costs

4. Develop a business plan
5. Secure a location and necessary permits
6. Open the bakery

Realistic — A realistic goal is something we want and can work toward to achieve it.
Non-example: “I will learn a new language fluently in one week.”

Example: “I will spend one hour every day learning a new language using online resources and
practice with a language partner to become conversational within six months.”

Self-Management Skills-III
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