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23 Examples of Employee Performance Goals for 2024

Performance goals are an essential tool that managers use to ensure the success of their teams and organizations. They create a clear vision of what is expected from each employee. They encourage productivity, foster accountability, and create opportunities for employees to show their strengths. Setting these benchmarks is integral for the overall performance and productivity of the organization, bridging the gap between individual responsibility and collective goals.

By setting performance goals, managers can help their employees eliminate confusion from the workspace because employees can get specific directions on what they need to accomplish. Giving these goals as directions can also create a basis for feedback and evaluation. Along with providing direction, the goals provide tangible measures for success. 

But, what are some examples of goals that a manager should give to his or her employees?

In this article, we present example goals for a variety of employee skills, including the following:

• Collaboration
• Professional growth
• Self-management
• Soft skills 
• People management
• Problem-solving
• Creativity and innovation

We also present examples of goal methodologies, including:

• SMART Goals

Locke and Latham’s 5 Principles

• Goal Pyramid

When combined, these examples help you develop goals that are both focused on unique skills that an employee should master, while also adhering to tried and true goal methodologies. 

PerformYard brings goals and performance management into one platform. Learn More

Examples of Collaboration Performance Goals

Collaboration fosters unity in the workplace and creates opportunities for the best work to be completed because many individuals are working together to complete a common objective. Collaboration performance goals can lead to a workspace that is better equipped to succeed with coworkers around them. In essence, collaboration performance goals can leverage the power of collective intelligence and drive the organization toward shared success.

Setting a collaboration performance goal begins with clearly defining what successful collaboration looks like in the specific context of your organization or team. It should involve metrics that quantify aspects of teamwork, such as the number of joint projects completed, frequency of interdepartmental meetings, or the quality of cooperative output. To meet this goal, the team could engage in activities like team-building exercises and joint decision-making activities that foster cooperation.

Examples of collaboration goals could include:

• "Increase the number of joint projects between different departments by 20% over the next quarter to promote interdepartmental communication and cooperation."
• "Implement bi-weekly collaborative problem-solving sessions to boost innovative thinking and strengthen team unity."
• "Improve team satisfaction scores by 15% in the next employee survey by fostering a more cooperative and supportive team environment."

📈 Performance Management ROI Calculator

Examples of Professional Growth Goals

Professional development performance goals are critical because they emphasize the importance of ongoing learning and skill enhancement in the workplace. Such goals can help individuals to remain competitive in their roles, increase job satisfaction, and facilitate career progression. In addition, these goals contribute to the company's success as employees are growing their skill sets, performing their jobs more effectively, and adapting to changes in the job requirements.

Setting a professional development goal involves identifying specific skills or knowledge areas that the employee needs to improve or acquire. It could be based on job requirements, future career aspirations, or continuous feedback received during performance evaluations. The employee could engage in various activities such as attending workshops, undertaking online courses, seeking mentorship, or working on projects that develop the required skills to achieve these goals. 

Examples of professional development goals could include:

• "Complete an advanced certification course in data analytics within the next six months to enhance decision-making skills in the role."
• "Attend at least two industry conferences in the next year to stay updated with the latest trends and practices."
• "Seek and engage in a mentorship program with a senior leader in the organization over the next quarter to gain insights and guidance for career growth."

» 6 Employee Development Areas to Emphasize

Examples of Self-management Goals

Setting self-management goals is crucial because they encourage employees to take ownership of their responsibilities and performance. These goals cultivate independence, initiative, and personal accountability so that the office can run smoothly with fewer exact directions or guidelines from the manager. Managers should always be guiding employees to improve their work; however, no one knows someone’s weaknesses better than oneself.

A self-management goal could be set by identifying specific areas of improvement, such as time management, task prioritization, or stress management. Meeting this goal would require consistent practice and potentially the adoption of new strategies or tools. For example, someone aiming to improve their time management might begin using a digital planner or download performance management software .

Examples of self-management goals could include:

• "Improve time management by breaking each workday into strategic time blocks for specific tasks, aiming to reduce overtime hours by 15% over the next two months."
• "Enhance stress management by incorporating mindfulness techniques into daily routine, to decrease stress-related sick leaves by 20% in the next quarter."
• "Boost productivity by developing a system for prioritizing tasks, targeting a 10% increase in completed projects within deadlines over the next six months."

Examples of Soft Skills Goals

Soft skills goals in the workplace are important because they focus on interpersonal skills that are crucial for smooth and helpful communication in the workplace. These skills, which include communication, emotional intelligence, and adaptability, are often transferable across different roles and industries. They can enhance an employee's ability to work well with others, navigate workplace challenges, and contribute positively to the organizational culture. 

A soft skills goal can be set by identifying specific behaviors or attributes that an employee wants to develop or improve. If an employee struggles to be kind or understanding in high-stress situations, there are ways to artificially curate scenarios in which he or she can hone those skills. Other examples are activities such as workshops, role-playing exercises, or seeking coaching or mentorship. These resources could help the employee reach his or her soft skills goal. 

Examples of soft skills goals could include:

• "Improve public speaking and presentation skills by attending a public speaking workshop and presenting at least once per month at team meetings."
• "Enhance emotional intelligence by participating in an emotional intelligence training program and practicing active listening and empathy in daily interactions."
• "Develop stronger problem-solving abilities by leading a project that involves complex planning and decision-making, aiming to deliver the project successfully and receive positive feedback from the team."

Examples of Problem-solving Goals

Problem-solving goals are of paramount importance in the workplace. They encourage employees to develop and utilize their critical thinking skills to overcome challenges and obstacles. In tight deadlines or other high-stress situations, these goals could be crucial for enhancing productivity or contributing to better decision-making. 

Setting a problem-solving goal involves identifying specific challenges that an employee often encounters in which they need to adapt quickly to succeed. Achieving this goal may require the employee to undertake specific training, such as workshops on critical thinking or creativity, or to gain more experience in tackling complex projects or tasks.

Examples of problem-solving goals could include:

• "Enhance analytical problem-solving skills by completing a relevant online course and successfully applying the learned techniques to at least two significant work-related problems in the next three months."
• "Reduce the average time to resolve customer complaints by 25% over the next quarter by developing and implementing a new customer service protocol."
• "Improve creative problem-solving skills by leading a project that requires innovative solutions, aiming for a successful project completion and positive feedback from the project team within six months."

Examples of Creativity Goals

Creativity performance goals in the workplace are essential because they promote innovation and out-of-the-box thinking. These goals empower employees to challenge the status quo, explore new ideas, and feel free to be transparent with coworkers. They can lead to the development of new products, services, or processes, offering competitive advantages to the organization. 

Setting a creativity goal involves identifying opportunities for innovative thinking within an individual's role or team. It may require the encouragement of risk-taking, brainstorming sessions, or providing time and resources for creative pursuits. Meeting these goals could involve participating in workshops or courses that foster creativity, seeking inspiration from diverse sources, or regularly dedicating time to brainstorming and ideation. 

Examples of creativity goals could include:

• "Generate at least three new ideas each month for improving the team's workflow or processes."
• "Develop and implement an innovative solution to a longstanding departmental challenge within the next six months."
• "Participate in a creative thinking workshop and apply learned techniques in daily work, aiming to contribute at least two innovative ideas for team projects in the next quarter."

Examples of Goals for New Employees

Setting goals and staying consistent with those goals are both important, but for some employees, setting these goals can be even more challenging. For new employees, it can be difficult to see goals that should be completed because there is no context for what you need to do. If you are a new employee and are having difficulty seeing goals that you should meet, consider using these examples as guidelines:

• "Familiarize yourself with the company's products, services, and key processes within the first month of employment."
• "Build relationships with all team members and key stakeholders by arranging introductory meetings or informal catch-ups within the first two weeks."
• "Complete all onboarding training modules and demonstrate understanding of your role and responsibilities by the end of the first month."
• "Contribute to your first team project or task, demonstrating understanding of job responsibilities and alignment with team objectives within the first three months."
• “Purposely and intentionally go out and seek advice and feedback from a manager to see what else you could be doing or accomplishing.”

» Employee Core Competencies - Examples & Development Steps

The SMART Goal Methodology

SMART is an acronym that represents a framework for creating effective goals. It stands for Specific, Measurable, Achievable, Relevant, and Time-Bound. When setting performance goals, using the SMART methodology ensures that objectives are clear, realistic, and capable of making a tangible impact.

Specific goals are well-defined and clear about what is to be achieved, avoiding vagueness. Measurable goals can be quantified or evaluated, allowing for clear tracking of progress and ultimate success. Achievable goals are realistic, taking into account resources, constraints, and abilities. Relevant goals align with broader team or organizational objectives, ensuring the work contributes to larger goals. Lastly, Time-Bound goals have a specific deadline or timeframe, which adds a sense of urgency and helps motivate progress. SMART goals make sure to emphasize the achievability and realistic possibility that the goal can be completed. With SMART goals, employees can become more motivated because they feel that the goals are doable and still significant. 

The OKRs Methodology

OKR is an acronym for Objectives and Key Results, a popular goal-setting framework that helps organizations set, track, and achieve their goals. Objectives are broad, qualitative descriptions of what you want to achieve. Ideally, they are significant, concrete, action-oriented, and inspiring. Key Results, on the other hand, are a set of specific, measurable, and time-bound metrics that gauge the achievement of the objective. They are quantifiable, achievable, and lead to objective grading.

OKRs work on multiple levels. At the organizational level, they provide a clear direction and help to align all departments towards common goals. At the team level, they promote focus and coordination, encouraging each team to work together towards their Key Results. At the individual level, they offer clarity on what each employee needs to accomplish and how their work contributes to the overall objective. OKRs can display a comforting, optimistic, and general approach while still assessing the barebones requirements of certain goals. When used effectively, OKRs can significantly improve the performance, alignment, and engagement of both teams and individuals.

Locke and Latham's goal-setting theory is one of the most influential and practical theories in organizational psychology, focusing on the impact of goal-setting on individual performance. Their theory is built around five key principles: clarity, challenge, commitment, feedback, and task complexity.

The clarity principle emphasizes the need for goals to be clear and specific, avoiding ambiguity. Specific, well-defined goals are easier to understand and act upon. The challenge principle suggests that goals should be challenging yet attainable. Challenging goals stimulate effort, persistence, and ambition. Commitment relates to the level of personal investment and motivation toward the goal. Greater commitment often leads to higher effort and determination to reach the goal.

The feedback principle stresses the importance of providing feedback on progress toward goals. Feedback allows individuals to adjust their effort, strategies, and actions to better align with the goal. Task complexity is the final principle. It cautions that if a task is highly complex, individuals need sufficient time and resources to practice or learn about the task to avoid becoming overwhelmed. This may require setting short-term sub-goals to support the ultimate goal. Incorporating these five principles when setting goals can significantly enhance motivation and performance.

The BHAG Goals Methodology

BHAG, an acronym for "Big Hairy Audacious Goal," is a term coined by business consultants James Collins and Jerry Porras in their book Built to Last: Successful Habits of Visionary Companies . BHAGs are very different from other typical types of performance goals. A BHAG is a long-term goal that changes the very nature of a business's existence. BHAGs are bigger, bolder, and more powerful than regular long and short-term goals. They typically take a 10-30 year commitment, but they are exciting, tangible, and something everyone just "gets" without any further explanation.

A BHAG is meant to shift how a company sees itself and instills a sense of purpose and urgency, stimulating progress and acting as a unifying focal point for a team effort. This bold goal might appear to be outside of what the team can currently achieve, but it's not outside the realm of possibility. It requires the organization to stretch beyond its comfort zone and rethink how it operates. While not all BHAGs are achieved, they inspire organizations to rise to the challenge and achieve more than they thought possible, acting as a driving force behind major strategic and operational changes.

The Goal Pyramid Methodology

The Goal Pyramid is a visual representation that helps individuals and organizations hierarchically structure their goals. The pyramid starts from the top with the main goal and cascades down to smaller, more actionable steps. This approach provides a clear roadmap toward achieving the main goal, as each level in the pyramid is a stepping stone toward the next one.

At the top of the pyramid is the main goal or the overarching objective, which is typically broad and long-term. This could be an individual's personal goal or an organization's strategic objective. As you move down the pyramid, the goals become more specific, achievable, and time-bound, acting as milestones on the way to achieving the main goal. These could include medium-term goals, short-term goals, and daily actions or habits. The Goal Pyramid helps to break down the journey toward the main goal into manageable steps, making the process less overwhelming and more achievable. It enables individuals and organizations to see how everyday actions contribute to broader objectives, enhancing motivation and providing a sense of progress.

‍ Additional Aspects to Consider

Keeping track of performance goals is a crucial part of ensuring they are met. It allows for adjustments to be made along the way, keeps individuals and teams focused, and provides a clear picture of progress toward the goal.

One effective way to track performance goals is by regularly reviewing them. Going back weekly or monthly can greatly assist employees in accomplishing their goals. This act is essential for goal completion because it keeps the goals at the forefront of your attention. Additionally, employees should do these check-ins on their own instead of exclusively waiting for their performance reviews. Keeping this schedule can help organization and productivity.

A tool that can help employees organize and track performance goals is performance review software like PerformYard. This type of software provides a central place to define, track, and review goals. It often includes features for setting specific, measurable, and time-bound goals, assigning them to individuals or teams, and tracking progress. Additionally, our HR analytics software can create visualizations that provide a clear picture of how well the goals are being met.

PerformYard can facilitate ongoing feedback and communication regarding the goals that are set after a performance review. This feedback allows for a more communal and unified set of goals that are important for the whole organization to keep track of. Furthermore, using performance management software can set the alignment of individual and team goals with the larger organizational objectives. This facilitation provides a clear line of sight from everyday tasks to the overall mission of the organization.

Free OKR Template & Examples for Goals, Planning, Reporting

SMART Goals: The Comprehensive Guide for 2025

12 SMART Goals Examples for Better Decision Making

Making decisions can be arduous, especially when faced with many options. But setting SMART goals could make this process more manageable. The SMART method provides structure and organization, enabling you to focus on the most critical tasks.

This post will discuss some examples of SMART goals for decision making. By establishing these goals, you’ll make better-informed decisions that lead to success.

Table of Contents

What is a SMART Goal?

The SMART system is your best friend when setting effective goals. If you didn’t already know, SMART stands for specific, measurable, attainable, relevant, and time-based.

Need more clarity? SMART goals are:

• Specific: We all have aspirations of success, but without a plan, we’re likely to get nowhere. When making decisions that lead us closer to our goals, the more detailed they are, the higher our chances of achieving them.
• Measurable: Having measurable goals is critical for success; you can accurately assess your progress with them. Otherwise, you may be spinning your wheels instead of achieving your desired outcomes.
• Attainable: Make sure you are being realistic when setting goals. Establishing unrealistic expectations may lead to unnecessary stress and disappointment. Goal-setters need to create achievable benchmarks for themselves that can be met promptly.
• Relevant: Developing relevant goals is the cornerstone of success in any field. It will help you stay motivated and laser-focused on reaching your desired results.
• Time-based: Setting a specific timeline will ensure you can focus on your goals and move forward steadily. You’ll be able to stay accountable on the path to better decision making.

Decision making is an essential skill everyone needs to attain their goals and succeed. Fulfilling these 5 SMART components will help you do everything necessary to make sound judgments in your professional and personal lives.

Here are 12 examples of SMART goals for effective decision making:

1. Don’t Dwell on Mistakes

“Rather than dwelling on mistakes made in the past, I will focus on finding solutions and learning from those experiences by the end of three months. This will help me stay focused on making the best decisions possible to move forward.”

Specific: The aim is to learn from mistakes rather than dwelling on them.

Measurable: Keep track of how often you find yourself dwelling on past mistakes and compare it to the number of times you focus on solutions.

Attainable: Developing an attitude that focuses on solutions is an achievable goal within the given timeline.

Relevant: Learning from mistakes is key to making better decisions in the future.

Time-based: You want to achieve this goal by the end of three months.

2. Use a Decision Journal

“To improve my decision-making process, I’ll create and use a journal to track my decisions for 8 months. I want to determine why I made that choice and consider any implications it might have in the future.”

Specific: The goal is clearly defined in terms of what needs to be done and when.

Measurable: Track the number of decisions you make and review the entries in your journal.

Attainable: Creating and using a journal can be done within the timeline given.

Relevant: This goal relates to the decision-making process and can allow you to gain greater insight into your choices.

Time-based: There is an 8-month deadline for goal achievement.

3. Take Time Out

“I will take 15 minutes to assess any decision before committing to it for the four months ahead. This allows the opportunity to evaluate an action’s potential outcomes and implications before following through.”

Specific: This goal is explicit as it guides you to take 15 minutes before making any decisions.

Measurable: The person should measure the time taken to assess their decisions.

Attainable: Fifteen minutes is a feasible time frame for assessing the potential implications of an action.

Relevant: This is pertinent as it will help the person better understand their decisions and make sound choices.

Time-based: The goal should be achieved within four months.

4. Get Feedback From Others

“I will expand my network of contacts and resources by talking with at least three people outside my immediate department for advice on my major decisions within three months. I want to get multiple perspectives and ideas for critical matters.”

Specific: The statement indicates who the person should be talking to and how often they should do it.

Measurable: Count how many conversations have taken place.

Attainable: It’s relatively easy to reach out and start a conversation with someone, so this goal is possible.

Relevant: Getting diverse perspectives when making decisions can be beneficial and help to ensure better outcomes.

Time-based: Three months is the time frame for this particular target.

5. Consider the Consequences

“I’ll take a moment to consider the potential consequences of my decisions before committing by the end of two months. This will benefit everyone involved and not create any negative repercussions.”

Specific: This goal outlines a particular behavior that needs to be changed.

Measurable: Track how often you have taken the time to consider potential consequences.

Attainable: Anybody can accomplish this with enough focus and effort.

Relevant: This is relevant to decision making because it teaches you to think before acting.

Time-based: The goal should be achieved by the end of two months.

6. Narrow Your Options

“I will narrow down my options during the decision-making process by listing the pros and cons of each option within two weeks. I want to avoid being overwhelmed by too many choices and focus on the most pertinent information.”

Specific: The goal states what needs to be done and the timeline for completion.

Measurable: You can determine how much time it takes to narrow down your options.

Attainable: This is a realistic goal because it is possible to limit the number of choices you have to make.

Relevant: Narrowing down options is essential for making informed decisions quickly and efficiently.

Time-based: There is a two-week deadline for accomplishing this goal.

7. Learn to Say No

“I’ll practice saying no to non-essential tasks and requests that don’t align with my objectives. I will also review the criteria for making decisions so that I’m only saying yes to important and necessary tasks.”

Specific: You will practice saying no to requests that aren’t in line with your objectives.

Measurable: Individuals can measure their success by the number of times they refuse tasks and requests.

Attainable: Saying no is a realistic goal to set and complete.

Relevant: This goal relates to decision making as it helps an individual prioritize and focus on essential tasks.

Time-based: This is a continual goal the person should aim to do daily.

8. Control Your Emotions

“I will work on controlling my emotions by taking 5-minute breaks when needed and actively recognizing when I become overwhelmed. By the end of four months, I will be able to remain calm and professional during stressful life situations.”

Specific: The aim is to take 5-minute breaks when needed and actively recognize when emotions become overwhelming.

Measurable: Assess how effectively you can control your emotions during stressful situations.

Attainable: This goal is achievable with regular breaks and practice.

Relevant: Being able to control emotions is vital for decision making, so this goal is highly relevant.

Time-based: You should anticipate goal achievement after four months.

9. Learn From the Past

“I’ll actively review past decisions and outcomes from current operations to identify patterns that could be useful for future decision making. By the end of 6 months, I will have developed a process to capture key learnings from the past and use them in future planning.”

Specific: This goal focuses on reviewing past decisions and outcomes to identify patterns that can be used in the future.

Measurable: You could measure the number of decisions and outcomes you review each month.

Attainable: Reviewing past decisions is something that can be done regularly.

Relevant: Gathering information from the past can help you make smarter decisions in the future.

Time-based: There is an end date of 6 months for the goal.

10. Ask Good Questions

“I will become more inquisitive and analytical by asking at least one meaningful question in each meeting, presentation, or class I attend. For the next 5 months, I’ll try to make a habit of questioning rash assumptions and developing better solutions.”

Specific: You want to make it a habit of asking meaningful questions.

Measurable: Track the number of questions you ask in each meeting, presentation, or class.

Attainable: Assuming that you make the necessary commitment , this goal is achievable.

Relevant: This relates to your primary objective of becoming more inquisitive and analytical.

Time-based: You should expect to see success after 5 months.

11. Do Not Multitask

“To better focus my attention on individual tasks and increase productivity, I will practice not multitasking for the following three months. I’ll focus on one task at a time instead of juggling too many things at once.”

Specific: The SMART statement is well-defined. The individual will practice not multitasking for three months.

Measurable: They can focus on one task at a time and track progress.

Attainable: This realistic goal is achievable with the right amount of dedication.

Relevant: Multitasking may increase the risk of making mistakes , which must be avoided during decision making.

Time-based: The person has three months to reach this certain goal.

12. Avoid Overanalyzing

“I will avoid overanalyzing or endlessly studying data over the course of 5 months. I’ll strive to make wise decisions swiftly, with the understanding that I can adjust my course of action if needed in response to new information.”

Specific: This goal describes what needs to be done (avoid overanalyzing) and the time frame (5 months).

Measurable: You could count the number of decisions you make within a certain period.

Attainable: This goal is doable if you practice making decisions without overanalyzing the data.

Relevant: Making wise and timely decisions is essential to almost everyone.

Time-based: Goal completion is expected within 5 months.

Final Thoughts

The SMART framework is a fantastic tool for making better decisions and reaching success. They are specific, measurable, achievable, relevant, and time-based, which makes them easy to understand and follow.

SMART goals can also bring clarity to a decision by focusing on the outcome you want to achieve. Whether setting personal or professional objectives, applying SMART will help you reach your goals faster and more effectively.

Setting SMART Goals for Effective Problem Solving Strategies

• May 10, 2024
• Problem-Solving Skills

In today’s fast-paced environment, effective problem-solving skills are essential for personal and professional success. Setting SMART goals for problem solving can facilitate a structured approach, enhancing the likelihood of finding sustainable solutions.

By incorporating Specific, Measurable, Achievable, Relevant, and Time-bound objectives, individuals can significantly improve their problem-solving abilities. This article aims to elucidate the importance of setting SMART goals in a systematic way that addresses various challenges.

Table of Contents

Understanding the Significance of Problem Solving

Problem solving refers to the cognitive process of identifying, analyzing, and resolving issues or challenges effectively. This skill is significant across various contexts, including personal, academic, and professional settings. As individuals encounter obstacles, the ability to devise effective solutions not only enhances productivity but also fosters innovation and growth.

Setting SMART goals for problem solving is particularly important in this context. When problems arise, having specific, measurable, achievable, relevant, and time-bound objectives ensures a structured approach. This clarity helps individuals prioritize tasks and allocate resources efficiently, ultimately leading to better outcomes.

Moreover, the significance of problem solving extends beyond individual capabilities. Organizations that promote strong problem-solving skills among employees tend to respond more effectively to changes in their environment. This agility can be a decisive factor in maintaining competitiveness and achieving long-term success.

In an increasingly complex world, enhancing problem-solving abilities through techniques like setting SMART goals empowers individuals and teams to navigate challenges with confidence and clarity. Embracing this practice can significantly cultivate a proactive approach to life’s myriad problems.

Defining SMART Goals

SMART goals are specific, measurable, achievable, relevant, and time-bound objectives that provide clarity and direction in problem-solving. By defining these parameters, individuals can outline their path toward effective solutions and enhanced decision-making.

The framework of SMART goals is instrumental in facilitating structured problem-solving. Each component ensures that goals are not vague but instead detailed and actionable. This clarity fosters a focused approach to addressing challenges.

For instance, consider the specific aspect of a SMART goal. Aiming to improve team communication through weekly check-ins provides a clear direction as opposed to simply stating a desire to enhance communication. This clarity enhances the effectiveness of the problem-solving process.

As individuals define measurable, achievable, relevant, and time-bound aspects of their goals, they construct a robust framework that enhances their problem-solving skills. This structured approach ultimately leads to more effective solutions and improved outcomes in various contexts.

What Does SMART Stand For?

SMART is an acronym that outlines a framework for effective goal setting, particularly in the context of problem-solving. Each letter in SMART represents a key component: Specific, Measurable, Achievable, Relevant, and Time-Bound. This structured approach allows individuals to create clear and actionable goals that facilitate effective problem-solving.

Specific goals clarify precisely what needs to be accomplished. Measurable components enable individuals to track their progress, ensuring accountability. Achievable goals ease the planning process by setting realistic targets based on available resources. Relevant objectives ensure that the goals align with broader aspirations or strategies.

Time-Bound goals establish deadlines, fostering urgency and encouraging timely completion. By integrating these elements, individuals enhance their ability to navigate challenges effectively, making the process of setting SMART Goals for Problem Solving not only beneficial but essential for achieving desired outcomes.

Importance of Goal Setting in Problem Solving

Goal setting provides a structured framework essential for effective problem-solving. By clearly defining objectives, individuals can focus their efforts and resources on specific tasks. This clarity minimizes ambiguity, fostering a more organized approach to overcoming challenges.

Establishing goals also enhances motivation and accountability. With specific targets in mind, individuals are less likely to become discouraged by obstacles. Instead, they align their problem-solving strategies with set expectations, resulting in increased engagement and commitment to the process.

Furthermore, goal setting allows for the prioritization of tasks based on urgency and importance. When tackling complex issues, structuring efforts around SMART goals enables individuals to identify which areas require immediate attention and which can be addressed later, thereby streamlining problem-solving initiatives.

Ultimately, the importance of goal setting in problem solving cannot be overstated. It not only clarifies the end objectives but also encourages a disciplined approach to navigating obstacles, a fundamental aspect of developing robust problem-solving skills.

Specific Goals in Problem Solving

Specific goals play a pivotal role in effective problem solving. They allow individuals to identify precise objectives that need to be achieved, thus providing a clear roadmap. For instance, instead of stating "I want to improve my communication skills," a specific goal would be "I will complete a public speaking course by the end of next month."

Defining specific objectives involves asking guiding questions such as who, what, where, and why. This clarity not only enhances focus but also increases the likelihood of success. For example, a project manager may set the specific goal of "reducing project completion time by 15% over the next quarter."

Examples of specific goals in problem solving might include "identifying three potential solutions within two weeks" or "conducting weekly team meetings to address ongoing issues." These targets provide tangible endpoints to strive for during the problem-solving process, ensuring a structured approach.

How to Define Specific Objectives

Defining specific objectives involves articulating clear and concise goals that directly address the problem at hand. To achieve this, it is vital to break down the larger issue into manageable components. Each component should focus on a particular aspect, ensuring that every objective targets a specific outcome conducive to problem solving.

To illustrate, when addressing workplace inefficiencies, specific objectives might include reducing response times to customer inquiries by 20% or increasing team collaboration through weekly status updates. Such defined objectives not only clarify desired outcomes but also establish a solid foundation for measuring success.

Moreover, utilizing the Five Ws—who, what, where, when, and why—can aid in the formulation of specific objectives. For instance, specifying "Our team will meet every Monday at 10 AM" outlines the timeline and accountability, thereby aligning with the overall SMART framework.

Ultimately, specific objectives serve as the blueprint for effective problem solving. By ensuring clarity and focus, these objectives facilitate a more structured approach, enhancing the overall efficiency of the solutions implemented.

Examples of Specific Goals

Specific goals in problem solving define clear and actionable objectives that guide efforts toward resolution. By concentrating on particular outcomes, individuals can focus their resources and energy effectively, enhancing decision-making processes.

Examples of specific goals include:

• Reduce customer complaints by 25% within six months : This goal encompasses a measurable outcome tied to customer service improvement.
• Complete a root cause analysis of production delays by the end of Q2 : Here, the timeline ensures accountability and progress tracking.
• Implement a new inventory management system by December : This goal is specific in its focus on the deployment of a system to improve efficiency.
• Train 50 employees in problem-solving techniques by the end of the year : This objective not only reflects a quantifiable target but also aligns with broader organizational goals.

These examples illustrate how setting SMART goals for problem solving can streamline efforts and foster a focused approach. Specificity clarifies expectations, facilitating more effective problem resolution.

Measurable Goals: Tracking Progress

Measurable goals are defined as objectives that can be quantified, allowing for the assessment of progress. In the context of setting SMART goals for problem solving, having measurable aspects enables individuals to track their advancements and evaluate effectiveness in real-time.

Metrics for measuring success can include specific performance indicators, such as the number of tasks completed or the percentage of milestones achieved. These quantifiable targets help individuals understand whether they are on the right track toward resolving a particular issue.

Various tools exist for monitoring progress effectively, including software applications that track performance metrics. Utilizing these tools provides a visual representation of progress, making it easier to identify areas that require additional focus.

To enhance your problem-solving skills, integrating measurable goals into your strategy not only sharpens your focus but also fosters a sense of accomplishment as you witness tangible outcomes. By consistently assessing and adjusting your objectives, you can drive meaningful results in effective problem solving.

Metrics for Measuring Success

Measuring success in problem solving involves establishing metrics that quantitatively or qualitatively assess progress towards goals. Metrics can take various forms, such as completion rates, user satisfaction scores, or time saved in executing tasks. By integrating these metrics, individuals can effectively monitor their progress in achieving specific objectives.

In the context of problem solving, metrics should align with each goal set, allowing for clear assessment. For example, if a specific goal is to reduce the time taken to resolve customer complaints, a metric may involve tracking the average resolution time. Such data provides insights into the effectiveness of the implemented solutions.

Utilizing tools like project management software and performance tracking systems can bolster the measurement of these metrics. These tools facilitate real-time monitoring and adjustments to strategies, ensuring continued alignment with the established goals. Regular evaluation of these metrics encourages sustained focus on achieving SMART goals for problem solving.

Overall, properly defined metrics not only showcase progress but also highlight areas for improvement, ultimately contributing to enhanced problem-solving skills.

Tools for Monitoring Progress

To effectively track progress when setting SMART goals for problem solving, various tools can be employed to provide visibility and accountability. Progress monitoring tools can help individuals assess their advancement towards achieving defined goals, facilitating timely adjustments to strategies as necessary.

Project management applications like Trello or Asana allow for the visualization of tasks aligned with SMART goals. Users can create boards or lists to track specific objectives, categorize tasks as complete or incomplete, and assign deadlines, ensuring a structured approach to problem solving.

Spreadsheets, such as Google Sheets or Microsoft Excel, offer a customizable platform for measuring progress. Users can establish metrics within a spreadsheet to compute progress visually through graphs and charts, making it easier to spot trends and identify areas requiring attention.

Regular check-ins using calendar reminders or status reports can also bolster accountability. These methods encourage individuals to review their progress frequently, reinforcing commitment to their SMART goals while optimizing problem-solving skills through continual assessment and adaptation.

Achievable Goals: Setting Realistic Targets

Achievable goals refer to targets that are realistic and attainable within a specific timeframe. These goals are integral to setting SMART goals for problem solving, as they ensure that individuals maintain motivation and progress throughout the process.

To establish achievable goals, consider the following factors:

• Assess available resources, including time, skills, and support.
• Reflect on past experiences to gauge what has been feasible.
• Set milestones that incrementally build towards the ultimate objective.

When crafting achievable goals, it is beneficial to have clear parameters. Each goal should stretch your capabilities yet remain within reach to avoid discouragement. This balance enhances problem-solving skills, fostering resilience and adaptability as challenges arise.

By prioritizing achievable goals, you can enhance your overall strategy for problem solving. The successful realization of these goals reinforces confidence, enabling further progress in both individual and collaborative contexts.

Relevant Goals: Aligning with Broader Objectives

Relevant goals in the context of problem solving refer to objectives that align with larger aspirations within an organization or individual’s mission. Setting these goals helps individuals focus their problem-solving efforts on issues that matter, ensuring that resources and time are invested effectively.

To determine relevant goals, it is vital to analyze how they contribute to overarching aims. This requires asking critical questions, such as:

• Does the goal support my long-term vision?
• How does the goal impact my team’s objectives?
• Will achieving this goal lead to broader improvements in performance or outcomes?

Aligning goals not only enhances motivation but also ensures that problem-solving efforts are consistent. When individuals focus on goals that are relevant, they are more likely to experience satisfaction and success, positively influencing their problem-solving skills.

Adopting the practice of setting relevant goals is fundamental to setting SMART goals for problem solving. It fosters a clearer understanding of how each goal interconnects with wider objectives, ultimately guiding more effective problem-solving strategies.

Time-Bound Goals: Establishing Deadlines

Time-bound goals refer to objectives that include a specific deadline for completion, thereby creating a sense of urgency. Establishing deadlines is a vital aspect of setting SMART goals for problem solving, as it encourages accountability and progression. Without a defined time frame, tasks may lack focus, leading to procrastination and diminished motivation.

When establishing time-bound goals, it is essential to determine realistic deadlines that align with the overall problem-solving process. For instance, if a team is tasked with addressing a customer service issue, setting a deadline of two weeks to implement actionable changes can maintain focus and urgency. This temporal boundary encourages team members to prioritize tasks and allocate resources efficiently.

In order to ensure the effectiveness of time-bound goals, individuals and teams must periodically review progress against established deadlines. This practice allows for adjustments to be made as needed, ultimately enhancing adaptability. Maintaining a structure around time-bound goals provides the framework necessary for consistent evaluation and improvement within problem-solving strategies. By incorporating time-bound goals into the process, one can facilitate more effective problem-solving outcomes.

Integrating SMART Goals into Problem-Solving Strategies

Integrating SMART goals into problem-solving strategies involves a systematic approach that enhances the effectiveness of problem resolution. This integration enables individuals and teams to outline clear objectives, fostering a focused effort toward solutions.

To effectively incorporate SMART goals, consider the following steps:

• Identify the Problem : Clearly define the problem to ensure all team members are aligned.
• Set Specific Goals : Formulate specific objectives that are directly related to the problem’s root cause.
• Define Measurable Metrics : Establish criteria for tracking progress, making it easier to assess the effectiveness of chosen solutions.
• Evaluate Achievability : Ensure that the defined goals are realistic given the available resources and timeline.

By following these steps, organizations can align their problem-solving processes with SMART goals, promoting a structured approach that facilitates measured success and continuous improvement. This method not only enhances the effectiveness of problem resolution but also strengthens overall problem-solving skills across teams.

Challenges in Setting SMART Goals for Problem Solving

Setting SMART goals for problem solving entails several challenges that can hinder effective implementation. One significant obstacle is the tendency to set overly broad or ambiguous goals. Vague objectives can lead to confusion, making it difficult to determine the specific actions required.

Another challenge involves the measurement of progress. Establishing clear metrics is crucial, yet many individuals overlook this component. Without appropriate tools for monitoring progress, it becomes challenging to assess whether the goals are being met, potentially derailing the problem-solving process.

Furthermore, individuals may struggle with setting achievable goals. Aspirations that are too ambitious can lead to frustration and disengagement. It is vital to strike a balance between stretch goals and realistic expectations to maintain motivation and commitment.

Lastly, aligning goals with broader objectives can pose difficulties, particularly in complex organizations. Without clear relevance, SMART goals may fail to inspire engagement, resulting in a disconnect between individual efforts and organizational success. Addressing these challenges is essential for effective problem solving through SMART goals.

Advancing Your Problem-Solving Skills Through SMART Goals

Setting SMART goals significantly enhances problem-solving skills by providing a structured and actionable framework. When individuals adopt this approach, they can identify clear steps to tackle challenges efficiently and effectively. Specificity in goal creation aids in understanding the problem at hand, leading to more focused solutions.

Measurable goals allow individuals to track progress throughout the problem-solving process. By utilizing metrics, such as completion rates or error reductions, one can maintain motivation and make necessary adjustments. Tools like project management software or simple progress charts can support this tracking effectively.

Achievable goals ensure that objectives are realistic, allowing individuals to stretch their abilities without feeling overwhelmed. Setting such targets fosters a sense of accomplishment as problems are successfully addressed, thereby building confidence in one’s problem-solving abilities.

Relevant goals connect individual tasks to larger objectives, promoting a sense of purpose. Establishing time-bound goals introduces urgency, motivating individuals to act promptly. Through these SMART components, one can continuously advance problem-solving skills, refining their approach and boosting overall effectiveness.

Setting SMART goals for problem solving creates a structured approach that enhances your ability to tackle challenges effectively. By incorporating specific, measurable, achievable, relevant, and time-bound objectives, you can significantly improve your problem-solving skills.

As you implement these strategies, remember that consistent evaluation and adjustment of your goals are crucial. This adaptability will empower you to navigate obstacles with confidence and foster continuous improvement in your problem-solving capabilities.

How to Set Smart Goals for Improve Problem-Solving Skills?

Developing problem-solving skills is essential for personal and professional success in today’s fast-paced and complex world. From finding innovative solutions to challenges in the workplace to resolving personal conflicts, individuals who possess strong problem-solving skills can effectively navigate any situation.

Smart goals are specific, measurable, achievable, relevant, and time-bound goals that can help individuals and teams to develop problem-solving skills.

In this article, we will explore the significance of setting SMART goals for problem solving skills and provide strategies and examples for achieving these goals.

By incorporating the SMART goal framework, individuals can effectively develop their problem-solving skills and achieve personal and professional goals.

Table of Contents

What Are Problem Solving Skills And Types Of Problem-Solving Skills?

Problem-solving skills are identifying and solving problems through critical thinking , creativity, and communication. There are several problem-solving skills, including analytical, creative, and social-emotional skills.

• Analytical Skills involve analyzing information, identifying patterns and relationships, and drawing logical conclusions. These skills are essential in science, engineering, and mathematics.
• Creative Problem-solving Skills include thinking outside the box and creating innovative solutions to complex problems. These skills are important in design, marketing, and entrepreneurship.
• Social-emotional Problem-solving Skills involve understanding and managing emotions, communicating effectively, and working collaboratively to solve problems. These skills are essential in interpersonal relationships and fields such as counseling, teaching, and healthcare.

Smart Goals For Problem Solving Skills

SMART goals are a framework for setting specific, measurable, achievable, relevant, and time-bound objectives. This goal-setting approach is designed to increase the likelihood of success by creating clear and actionable targets. The five components of a SMART goal are as follows:

• Specific: Goals should be clear and specific, with a defined outcome that can be measured.
• Measurable: It needs to be quantifiable to track and evaluate progress.
• Achievable: Given available resources and constraints, goals should be realistic and attainable.
• Relevant: Goals must align with broader objectives and priorities and contribute to overall success.
• Time-Bound: They should have a clear deadline or timeline for completion.

What Are The Different Strategies And Actions To Achieve Smart Goals?

There are several strategies and actions that are taken to achieve SMART goals related to developing problem-solving skills, such as:

• Practicing Alternative Solutions: One way to develop problem-solving skills is to practice generating alternative solutions to a problem. This is done through brainstorming sessions, where individuals or teams come up with multiple solutions to a problem, evaluate their feasibility, and select the best one.
• Developing Analytical Skills: Analytical skills are critical to effective problem-solving. To develop analytical skills, individuals practice breaking down complex problems into smaller, more manageable parts and analyzing each part in detail to identify patterns, trends, and potential causes.
• Improving Communication Skills: Effective communication is essential for effective problem-solving. Individuals improve their communication skills by actively listening, asking open-ended questions, and seeking feedback to ensure they understand the problem and potential solutions.
• Setting Measurable Goals: To achieve SMART goals, it’s important to set specific, measurable, achievable, and relevant objectives for the problem. This involves defining clear metrics to track progress and identify areas for improvement.
• Taking Action: SMART goals require action. Individuals should identify specific tasks and activities that need to be taken to achieve their objectives. It includes creating an action plan that outlines the steps required to achieve the goal, assigning responsibilities to team members, and monitoring progress over time.
• Seeking Feedback: Regular feedback is essential for achieving SMART goals. Individuals should seek feedback from colleagues, supervisors, or other stakeholders to ensure they are on track to achieving their objectives and identify areas for improvement.

What Are The Challenges In Achieving Smart Goals And How To Overcome Them?

Setting SMART goals is an effective way to achieve success in both personal and professional settings. However, many people struggle to achieve their SMART goals due to a variety of challenges that arise. In this part, we will explore challenges in achieving SMART goals and provide strategies for overcoming them:

Lack Of Motivation

People struggle to stay motivated when pursuing their goals. This happens if the goal is not meaningful enough or they feel overwhelmed by the steps needed to achieve it.

Try to find inspiration and motivation by visualizing the result of achieving your goal, breaking the goal down into smaller, more manageable tasks, finding an accountability partner, or finding ways to make the process more enjoyable.

Lack Of Resources

Achieving a goal requires resources such as time, money, or support from others. If these resources are not available or limited, achieving the goal is harder. Consider alternative solutions, seek advice or mentorship from experts in your field, look for opportunities to learn and acquire new skills, and find ways to make the most of your resources.

Unexpected Obstacles

Even with careful planning, unexpected obstacles derail progress toward a goal. This could be a change in circumstances or an external factor that affects progress.

Prioritize your tasks and responsibilities, create a schedule or routine that allows you to dedicate time to working towards your goal, find ways to eliminate distractions and optimize your workflow, and delegate tasks when possible.

Unrealistic Goals

It is not achievable if a goal is too ambitious or unaligned with a person’s abilities or resources. This leads to frustration and disappointment. Reassess your goal and make adjustments as necessary to ensure that it is achievable and aligned with your resources and capabilities. Refine your goal and create a detailed plan of action that clearly outlines the steps you need to take to achieve it.

Why Incorporating Smart Goals In Employee Performance Goals Is Important?

Incorporating SMART goals into employee performance goals is essential because it provides a clear framework for employees to understand what is expected of them and how their performance will be evaluated.

SMART goals are specific, measurable, achievable, relevant, and time-bound, and they help employees focus on achieving outcomes aligned with organizational objectives.

By setting SMART goals, employees can improve their skills and competencies, increase motivation and engagement, and contribute to the organization’s success.

SMART goals provide a basis for ongoing feedback and coaching, which can further enhance employee performance and development.

How Do Incorporating Smart Goals Benefit Both Employees And Employers?

Using SMART goals in employee performance goals benefits employers by improving productivity, profitability, and overall business success. By setting clear and achievable employee goals, companies can improve their bottom line, create a more positive work environment, and retain valuable talent.

It also helps align employee goals with the organization’s broader goals, ensuring everyone is working towards the same objectives. SMART goals help employees in various ways. It gives them a sense of direction and purpose, increasing their motivation and engagement.

It also helps them to stay focused on their priorities and enables them to measure their progress and achievements. SMART goals identify personal and professional development areas and provide a roadmap for success.

Incorporating SMART goals in employee performance goals also helps create a culture of accountability and transparency. Employees are more likely to take ownership of their work and be accountable for their actions when they have clear and measurable goals to achieve. It also helps managers to provide constructive feedback and recognition for good work.

We hope after reading this article, you understand smart goals for problem solving skills. Individuals can overcome challenges, improve their problem-solving skills, and succeed by setting SMART goals.

Setting SMART goals is an effective way to develop problem-solving skills . It allows individuals to create specific, measurable, achievable, relevant, and time-bound goals to help them focus on their desired outcomes, identify potential challenges, and stay motivated throughout the process.

Incorporating SMART goals into employee performance goals can benefit employees and employers by promoting productivity, job satisfaction, and growth. Examples of SMART goals for problem-solving skills include improving analytical skills, enhancing communication skills , and developing social-emotional skills.

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iStudy for Success!

Online learning tutorials for essential college skills.

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Problem Solving

Goals and objectives, instructor's guide.

The phrase "problem solving" consists of very general concepts covering a wide range of different activities and ways to approach solving problems. Problem solving can be fun and intriguing! This tutorial will help you learn how to approach problem solving so you can maximize your college experience.

The main goal of this tutorial is to introduce learners to the most important concept in any problem solving situation - identification of the true problem. Upon completing this tutorial, you will be able to:

• Define the concept of problem solving
• Describe the differences between puzzle problems, well-structured problems, and ill-structured problems
• Summarize the reasons why problem solving skills are valuable
• Explain the differences between the scientific method and problem solving
• Demonstrate how to determine the true problem in any problem solving situation
• Read the information about problem solving
• Complete Activity 1 - What is an Ill-structured Problem? to see if you understand what an ill-structured problem is
• Read the information about approaching and solving ill-structured problems
• Read the information about dealing with the real problem
• Complete Activity 2 - Determining the Real Problems to see if you can determine the real problem in different situations
• Read about Jose's father's problem and practice what you have learned about problem solving

Note : All external links in this tutorial will open in a new window or tab.

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Apply our problem solving method

Learn problem solving skills: set smart objectives.

• Learn how to turn ambiguous goals or problems into solvable objectives.

“I know it is important to leave graduate school with a strong career network, but so far I haven’t made many close ties with people in my program.”

“I feel like the outsider on my research team. Everyone spends a lot of time socializing in the lab. As for me, as soon as I finish for the day I bolt out the door to pick up my kid at daycare.”

“My advisor is not particularly helpful to me. He doesn’t seem to care about my progress.”

Step-by-Step

It is likely there are many aspects of your graduate-school experience that you wish could be different. Graduate school life may not be perfect, but there is a lot about your particular circumstances that you do have the power to change. This module will teach you how to turn general concerns into specific, attainable objectives.

Scholars and practitioners frequently use the terms “goals” and “objectives” interchangeably. In the Career WISE Coach, we refer to desired long-term professional outcomes as career goals (See Career Goals and Motivation ) and apply the term “objectives” to the more-immediate outcomes on the path to reaching a more distant goal.

Using the SMART paradigm is a step-by-step process of strategically defining shorter-term milestones to reach a desired outcome. This process will help in clarifying and organizing your activity to make satisfying progress toward meeting your academic and personal goals.

In this module you will learn to take problems and turn them into objectives that are:

• Advantageous/Attainable
• Time-limited

Let’s take an example: 

Describe the general problem : I am struggling to find some balance in my life. I feel that I spend all my time doing research and writing. 

Describe the general outcome you want : I want to make friends in my PhD program. 

Describe what you need to do: I need to include social time on weekends but also meet my PhD milestones and tasks.

Ask yourself : Is this clear enough to recognize when you’ve achieved your desired outcome?

Reflection: Taking a Look at Yourself

Before beginning, take a minute to think about what you want to be different about your graduate-school experience. Write down any issues or dilemmas you are facing, whether they have to do with administrative burdens, relationships with your advisor or colleagues, being behind where you want to be in the program, or general feelings of dissatisfaction.

1. ______________________________

2. ______________________________

3. ______________________________

4. ______________________________

You probably have more than four concerns, but starting with a small number of issues will help you set objectives and tackle them. If you try to focus on too much at once, you might get overwhelmed and lose track of what's most important.

Now rank them

1st priority:

2nd priority:

3rd priority:

4th priority

Select your first priority and notice that you have probably named a problem rather than an outcome. Describing situations as problems is what we commonly do unless we commit ourselves to approach situations differently.  

Now, try something different:  Imagine if a miracle happened and that problem just disappeared. Ask yourself what that would look like. What would you be doing differently? How would you feel? Who would be in the picture?   

Psychologists refer to this as the “miracle question.” This exercise usually helps clarify what you want the outcome to be. 

Now, with that general outcome in mind, walk through the following steps of creating a SMART objective. SMART is an acronym for Specific, Measurable, Attainable, Realistic, and Time-limited.

The first step in setting SMART objectives is to translate your general outcome into SPECIFIC objectives. Outcomes that are defined broadly and generally are less likely to be achieved.

SPECIFIC objectives can answer the following questions:

• Who is involved? (Your family? Advisor? Research team? Administrators?)
• What do you want to accomplish? (For example, “I want to be on speaking terms again with my labmate.”)
• Where? Identify a location. (Where will your actions take place? Where are you willing to travel?)
• When? Establish a time frame. (After you know what steps you need to take to meet your goal.)
• Which? Identify requirements and constraints. (What has been holding you back so far from addressing this issue? What type of response do you expect?)
• Why? List specific reasons, purposes, or benefits of accomplishing the goal. (Example: career networking, social support, preventing discrimination)

Here are some examples of the difference between problems and SPECIFIC objectives:

The next step in setting SMART objectives is to define the issue in a way that will allow you to MEASURE the outcome of your efforts. Measuring your objectives will help you stay focused and on track toward reaching a desired outcome.

If your objective is measurable, you should be able to find answers to the questions below:

1. What evidence will signify that you are making progress toward your objective?

2. What signs will suggest that you need a new strategy?

3. If your objective is achieved, how will you know?

Listed below are the examples of objectives that can be measured and those that cannot:

The third step in setting SMART objectives is to define your objective in a way that makes it clear how achieving it will benefit you. How will meeting this objective make your life better? What is in it for you?

Imagining how things will be better once you have met your objective will keep you motivated.

For instance, what would be the benefit to having at least two friends in your department? 

• You can improve the balance between your professional and personal life. 
• You will have a stronger sense of belonging in the program.
• You can develop a support system to help you through the challenges of your PhD program. 

Another way to define the “A” in SMART is the attainability of the objective. Ask yourself whether the objective you are setting is actually possible to accomplish.  

For example, what if you set an objective of having a circle of five friends in a program where you are:

• the only woman of color, or 
• the only international student, or 
• one of only two women in a program of 20 PhD students

In each case, how attainable is that objective? There are ways you could adjust your objective, such as aiming to form a circle of friends in:

• your college 
• the university graduate student association 
• the Women in Science and Engineering (WISE) program at your university
• the American Indian Science and Engineering Society or another campus affinity group

Make sure your objective is attainable because it is easy to get discouraged if something you hoped for is not possible even at the start.

At this point you have taken a problem and turned it into a specific, measurable, and attainable (and advantageous) objective. Still, if you are not willing or able to make the sacrifices needed to work toward it, it is not realistic. 

Realistic isn’t about how large-scale an objective is. It has to do with how much you want to obtain that objective and what you are willing to do for it. Your goals need to matter to you if you want to stay committed. Achieving them needs to benefit you in the long term.

Ask yourself these questions:

1. What will be the challenges or sacrifices? (For example, if you want more friends in your program, you will have to make time for social activities.)

2. Can you imagine yourself going through with the necessary steps you have laid out in your plan? If not, what part of your plan is unrealistic at this time? 

3. How can you redefine your objective so it is something you are willing to begin working on now?

The essence of a SMART objective is one with a carefully considered timeline. In the process of defining a specific, measurable, attainable, and realistic objective, you have already begun to consider a timeline. By when do I want to achieve this objective?   What’s my deadline? Do I feel a sense of urgency? Without an end-date in mind, the tendency is to let things slide.

Take a moment to write out a timeline for accomplishing your objective. 

Kelly has a goal of defending her thesis before the end of spring semester next year. Which of the following are examples of SMART objectives that she could set?

• A. Finish 15 pages of lit review by October 1.
• B. Dedicate two hours on five days per week this semester to content writing.
• C. Finish data collection with a large sample by the end of winter semester.
• D. Meet with her advisor regularly for feedback throughout the process.

Answer “b” is not specific enough. If Kelly does not set out in detail when and on what day(s) she will spend time writing, it is likely that this objective will become neglected, or even ignored. Answer “c” is a realistic and perhaps attainable objective, but it leaves out crucial details—how big of a sample, and by what exact date? Similarly, answer “d” fails to specify when and how often her meetings should occur, as well as the nature of the feedback sought for. Answer “a” remains the best answer. It has a specific, measureable outcome, and a specific deadline.

Bjerke, M., & Renger, R. (2017). Being smart about writing SMART objectives. Evaluation and Program Planning, 61 , 125–127. https://doi.org/10.1016/j.evalprogplan.2016.12.009

Centers for Disease Control, & Prevention (2021). Developing SMART objectives. Evaluating COPs. Public Health Information Network Communities of Practice.  Retrieved May 6, 2021 from https://www.cdc.gov/phcommunities/resourcekit/evaluate/smart_objectives…

Conzemius, A., & O'Neill, J. (2009). The power of SMART goals: Using goals to improve student learning. Solution Tree Press.

Doran, G. T. (1981). There’s a SMART way to write management’s goals and objectives. Management Review, 70 (11), 35-36. Business Source Premier.

Kearns, H., Gardiner, M., & Marshall, K. (2008). Innovation in PhD completion: The hardy shall succeed (and be happy!). Higher Education Research & Development, 27 , 77 - 89. https://doi.org/10.1080/07294360701658781&nbsp ;

Lawlor, K. B. (2012). Smart goals: How the application of smart goals can contribute to achievement of student learning outcomes. Developments in Business Simulation and Experiential Learning:Proceedings of the Annual ABSEL Conference, 39 , 259-267.  https://absel-ojs-ttu.tdl.org/absel/index.php/absel/article/view/90

Milgram, L., Spector, A., & Treger, M. (1999). Management by Objectives (MBO)-Setting SMART Goals. Managing Smart . https://doi.org/10.1016/B978-0-88415-752-6.50018-7

Satisfaction

Making discoveries and collaborating with others brings satisfaction.

Pursuing Different Threads in Career Positions

Contributions to the field are reflected through choices.

Words of Wisdom: Dr. Andino

Advice for students: stay focused, ask questions, and remain open-minded when working with others.

Words of Wisdom: Dr. Rosser

The importance of remaining passionate and remembering that the PhD opens doors.

Planning Experiments Around Breast Feeding, Productivity, and Encouragement (Part 1)

Creating a schedule and meeting an advisor's expectations.

Compromises Outside the Realm of Children

Addresses personal relationship sacrifices.

Time Management Profile

Outlines a philosophy on time management.

Interpersonal Satisfaction

The satisfaction that comes from working with colleagues and interacting with others.

An Arizona State University project, supported by the National Science Foundation under grants 0634519, 0910384 and 1761278

Any opinions, findings, and conclusions or recommendations expressed in this material are those of the authors and do not necessarily reflect the views of the National Science Foundation. © 2021  Career WISE. All rights reserved. Privacy | Legal

Problem solving: Performance Goals And Objectives

Problem solving goals and objectives examples.

Problem Solving Skills and Objectives

Regardless of what they do for a living or where they live, most people spend most of their waking hours, at work or at home, solving problems. Most problems we face are small, some are large and complex, but they all need to be solved in a satisfactory way. (Robert Harris, 1998)

Having the support of others in solving problems is important. Diversity of thought and of problem solving style can result in better solutions.

The objectives for this module are:

• Identify different problem solving styles
• Identify methods appropriate for solving problems
• Apply methods to specific problems
• Apply problem solving skills when working with children.

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