What are smart goals in executive coaching?
In a previous article, I paid tribute to George Doran, who created the acronym SMART Goal, which we define as specific, measurable, achievable, relevant, and time-bound. Ambiguous goals are one of the biggest stumbling blocks for practical goal setting and performance. Business coaches typically use the acronym SMART, which stands for Specific, Measureable, Achievable, Relevant, and Timely. When goals are specific, customers are prevented from spending too much time with unexpected ideas about how big their company can grow.
Measurable goals allow customers to track their progress easily. Achieving goals motivates customers by celebrating more minor “victories” more often. Discussing the relevance of goals allows business owners to focus on actions that move their business forward, while punctuality helps trainers and clients set realistic progress deadlines. Setting goals is an essential part of any coaching process.
Without clear goals that align with your values, purpose, and company goals, it’s almost impossible to know where to focus your efforts to achieve maximum impact. You can’t move forward if you don’t know which direction you want to go. One example of a measurable goal is processing twelve articles by the end of each working day. At the start of a coaching relationship, you should expect your coach to assess where you are and figure out where you want to be.
As a manager, you may want higher profits from business expansion, but what you expect from a coach may not be as easy to define, and the results may not be as tangible.
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In a previous article, I paid tribute to George Doran, who created the acronym SMART Goal, which we define as specific, measurable, achievable, relevant, and time-bound. Ambiguous goals are one of the biggest stumbling blocks for practical goal setting and performance. Business coaches typically use the acronym SMART, which stands for Specific, Measureable, Achievable, Relevant,…