Setting SMART goals is an acquired skill that transforms vague visions into clear, actionable plans. The SMART Goal Setting Framework—standing for Specific, Measurable, Actionable, Realistic, and Time-related—guides this transformation by breaking down abstract ideas into concrete objectives.

SMART goals were created in 1981 by George T. Doran. He wrote a paper, ‘There’s a SMART way to write management’s goals and objectives’. In this paper he discussed the challenges associated with defining goals and objectives within organizations. As a coach, you may be interested to know that George believed it was goal setting combined with action planning that inspired most people to action.

The 1st SMART Goal Setting Framework

In this paper George T. Doran’s SMART Acronym was:

• Specific
• Measurable
• Assignable – identify who will do it
• Realistic
• Time-related

In George’s acronym above, it is interesting to note that only the A (Assignable) has changed drastically when this model began transitioning from organisational use over to personal use. In a personal goal setting context ‘Assignable’ doesn’t make sense because the goal is already assigned. And because taking action is so vital in the goal setting process, the word Actionable soon replaced Assignable in the SMART Goal Setting Framework criteria.

It is common for people to have goals but no practical plan for achieving them. Their goals may include saving whales or ending world poverty. It sounds great, but how do they achieve their goals, and is this even possible for one person? While you should not discourage anyone from pursuing lofty goals, this may be a good opportunity to ask appropriate questions and help them to understand what it will take to realize their goals. This may require some serious research on their part. Maybe an alternative vision would be more reasonable to begin with?

While I don’t know if the road to hell is indeed paved with “good intentions,” the trash heap of achieving nothing is certainly full of them. The more you focus on large, unattainable visions, the less likely you are to do anything. It is more useful to focus on something a little less nebulous to establish a bearing. Instead of saving the whales, perhaps establishing an organization to protect a particular endangered whale would be more practical. This pursuit is significantly more specific but at the same time, is broad enough to engulf an entire lifetime of work.

Life coaching came from my desire to help people. In clarifying this vision, I realized the best way to help people would be to create an online community of individuals with similar visions, people who want to help people, but need some guidance. This online community would provide the tools to these individuals, and they would, in turn, could share them with others. From this vision emerged Achology and the Academy of Modern Applied Psychology. This lifetime achievement was brought about by fulfilling many small and medium-sized goals.

Setting SMART Goals are a great way to set specific, measurable, actionable, realistic and time-related goals. I have outlined the basic steps here and encourage you to practice them with clients.

Specific (Explain the what, how, and why)

Did you ever find it difficult to begin a task because you did not fully grasp what it was or the task seemed vast and undefined? You are not alone! People often have difficulty getting started on their goals simply because they have not defined their objectives sufficiently. Goals must be clearly defined. It is difficult to plan for an unspecified goal as there will be no clear way to determine when the goal is achieved. The first step toward achieving a goal is to clearly state what you want, how you plan to achieve it, and why it is important to you. In order to keep motivation high, it is vital to understand why the goal needs to be achieved.

Here are some examples of specific goal coaching questions to ask:

• What specifically do you want to accomplish?
• What can you say to describe the outcome you want even more clearly?
• Name a reasonable time-frame and define what you will have achieved by then?
• Describe what it will look like once you have successfully achieved this goal?

Measurable (All goals must be quantified)

Without some form of measurement, there is no clear way to know if you are making progress toward the goal. You won’t even be able to tell if you have achieved the goal. If you want to be rich, what does that mean? What additional amount of money would make you rich? Does it depend on how much money you have on hand or how many assets you own? What kind of lifestyle will you lead? Is it possible to be rich and still have debt? You should be clear about the criteria by which you will measure your goal’s success.

Some things simply can’t be measured, or at least not easily. You may want more love or happiness in your life, but love or happiness, being intangible, can vary and are not easily measured. Instead, choose goals that are tangible, such as 5 new friends, 4 part-time paid gigs, 3 coachees, 2 published books or a partridge in a pear tree. Joking aside, specific criteria can be measured and will quantify a certain result with greater clarity.

Here are examples of measurable goal coaching questions to ask:

• How will you know when you have achieved this goal?
• What would a successful outcome look like for you with regards to this goal?
• What would be one of the best ways for you to measure success on this goal?

Actionable (Goals must be challenging, yet attainable)

We cannot control fate or other people. SMART goals must be attainable and within our control. Otherwise it’s not a goal, it’s a wish! A goal must also be realistic and attainable to be achievable. In other words, it should be challenging but still possible. Taking action steps toward an actionable goal can reveal previously overlooked opportunities or resources that can lead you closer to your goal. Most people set unactionable goals that aren’t attainable because they have not adequately researched what it takes to achieve the goal.

Some things such as developing a perpetual motion machine are not possible because they defy the laws of nature, whereas others are inaccessible because of unreasonable time frames or lack of a properly developed plan. Whenever using the SMART Goal Setting Framework, within the context of your own life, or for a client within the life coaching relationship, always take time to research realistic steps and a sensible time frame for accomplishing it.

Here are some examples of actionable goal coaching questions to ask:

• How confident are you that you will personally be able to achieve this goal?
• On a 1-10 scale, 10 being highly attainable, how attainable is your goal? Why?

Results-Focused (Goals to measure outcomes, not activity)

Our attention is better directed at delivering upon outcomes when we set action-oriented and results-focused goals. By setting result-oriented goals, it’s easier to determine the wisest actions that will achieve those goals. A goal that is result-oriented is a true goal because it contains a statement that accurately and concisely describes how something will improve in some way. Result-oriented goals reflect a lasting impact or outcome.

Rather than setting a goal to become a life coach, set a results-oriented goal to become an influential role model for twenty young people in your community (which, by the way, is also clearly measurable). Results-focused goals aim to generate results that can be seen, and can generally be achieved by (either you or your coachees) taking highly practical, thoroughly researched and sensible action steps.

Here are examples of results-focused goal coaching questions to ask:

• What specifically will you have achieved upon completion of this goal?
• How specifically will you know when this goal has successfully been achieved?

Time-Bound (Goals linked to a realistic time frame)

Time bound goals should be linked to a time frame that creates a natural sense of urgency. Without a completion date, there’s less incentive to work towards a goal – what are you aiming at? The time frame can be adjusted, but only once progress is being made. Without a time frame applied to their goals, some people will never get around to working on them. Any goal without a specific time frame for completion is just a ‘hoped for’ intention at best.

An action plan to accomplish a goal will differ greatly from one that is to be completed a month from now, as compared to one that is to be completed a year from now, in terms of the amount of effort required. Setting a date allows you to work backwards and determine an appropriate action plan. A date also gives you the opportunity to visualise completion. It allows you to imagine that day in the future when you have achieved everything that you hoped to – which in turn, will motivate you to remain committed to the goal.

Here are examples of time-bound goal coaching questions to ask:

• In what time frame will this be completed?
• When will you have achieved this goal to your full satisfaction?
• What is the last possible date this goal must be achieved by?
• By what date will you be close to completing this achievement?

To summarize, the SMART Goal Setting Framework is an invaluable tool that will enable you to establish specific, measurable, actionable, realistic, and time-related goals with your coachees. By utilizing this structured approach, you can provide them with the clarity and motivation needed to define their objectives clearly. This framework empowers coachees to take the necessary action steps required to transform their visions into tangible outcomes they can see and measure.

Implementing SMART goals ensures that each goal is precise and unambiguous, allowing for accurate tracking and assessment of progress. The actionable component of the framework encourages coachees to develop a concrete plan, breaking down larger aspirations into manageable tasks. By setting realistic goals, you help your coachees maintain a balanced perspective, ensuring that their objectives are both challenging and attainable. Lastly, the time-related aspect instills a sense of urgency and accountability, driving consistent effort and timely achievement.

By integrating the SMART Goal Setting Framework into your coaching practice, you equip your coachees with a robust strategy for success. This method not only fosters motivation but also builds confidence as they witness their incremental progress. Ultimately, the SMART Goal Setting Framework transforms abstract dreams into achievable milestones, leading to sustained personal and professional growth.