What we're going to do now is define our goals. And to do that, we're going to create a SMART goal and a SMART goal is Specific, Measurable, Achievable, Relevant, and time bound. So let's have a look at that step by step and see how we would build up a SMART goal for this particular project. We want to be specific. So to do that, we would drill down so the first thing we might say in a goal is we want to train up new line managers. They need to develop specific skills, drill down a bit more, we want them to be effective in so we started with, we want to train up new line managers.

That sounds like a good goal, but by the time we get to stage three, and you can keep asking questions, is this specific enough and then try and be more specific and Get to the place which clearly defined. So in this instance, we want them to be effective in process management, communication, team management, and using KPIs which is key performance indicators. Now what we could do is when we do this, if this is a new role, and we're trying to develop a new layer in our organization, we could create a job description here and link it to this SMART goal. The SMART goal doesn't need the job description to be effective, but it's just a little thing we could do to help us to clarify the role. Then the next thing we want to make sure is that goal is measurable what we're going to measure we might use a performance review form here in grade each metric out of 10.

So, skills what skill sets are essential to the business does that trainee half and we could grade them on a one to 10 basis knowledge What do they understand about the business processes? And we could grade that on a one to 10 performance? What do they actually do? And this is a really important key metric because they might have skills and knowledge but they might not actually be applying those. And behavior. How do they manage staff?

Is it aggressive, passive, assertive. Now, this would be a very specific measurable metric for our particular project because we want to know that our staff are being treated properly. And the new line manager or supervisor knows how to actually manage people in a calm, assertive manner. So now we need to think about is this achievable? On a scale of one to 10 we won't be very difficult to achieve and 10 being easy to achieve. How achievable Do you think this girl will be?

This step helps us to examine the data of a dose of realism. We might ask ourselves, if there is any historical data analysis we could use. So for instance, let's consider the behavior metric. As we look back over the employment history of this individual, we're considering training, assuming she's been with the company. Does she have issues getting on with other members of staff? Or is she got no history of any major conflict?

Does she present problems to the management? Or does she often sit quietly while things go wrong? These are similar things we could look at to make sure that in this instance, how achievable is it going to be to train jack and Jane is the name of the person we're going to use throughout the rest of This course, completely fictitious, but that's the name we're going to use. how relevant is this on a scale of one to 10? With one being not relevant 10 being extremely relevant. how relevant to our business objectives do we think this goal will be?

This step helps us to examine the data with dose of realism, but want to go back to the business objectives. Now, we could go and have a look on the internet page and see if this matches those objectives. And remember, if we want to make sure our project has long term success, we have to have organizational buy in if someone comes to says why are we doing that again? And we say, well, it's linked to the higher level business objectives. Oh, okay, that's fine. They say some, we might get new manager and they come in and they say, why are we doing this again, I will change the training, or we haven't got the money for that.

We're going to cut that you see. So we want to make sure it's very relevant. It's very important process, but making sure We're doing the right thing for our organization. And we're maintaining a strong reason why time bound, we have to decide when this project will be completed, what is our expected completion date. In this instance, we want to achieve our goal by January 2018. Now, if we don't define our goal, then we're not going to put any stages in prior to the completion date.

Once we have a completion date, we can work back and plan our process on when each individual element of the project has been achieved by if we don't do that, then we can say our goal is to train Jane. But then in the next few months, and the next year, we might find we're really busy and we don't give Jane the opportunities in time to do hair training. So we need to make sure that our girls and time bound. And now we've got our smart girl, we should have built that up. And let's write that down and see what we've got. By the end of January 2018, we will have trained Jane as a new line manager, who is competent in these key areas, Process Management, communication, team management, and using KPIs or key performance indicators.

And we're going to measure this with our performance review and personal development plan. And we'll show you that shortly. And we believe this has an achievability rating of eight out of 10. This is linked to our high level business objective where we want to increase profitability by 50. And as you can see, it's very clear, it's very precise, and everyone can see and understand how that works. So as an activity, what I recommend you do now is fill out the SMART goal template that's in the resources section.

It's a Word document. and use that as practice. So let's go and have a quick look at that and see what that looks like. So here's our smart goals template. What we've got here is our questions across the top. And then we can create for different subjects.

So if was working on a larger project, we might create more than one goal. It might be. We got Jane, Tim, Bob, and Terry, and they all need their own training program. So one of the things is going to ask us specifically, what do I want to change? How will I measure it? How achievable is it?

Why is important, by When will I have it done? So download this have a play. Try it with a project you've got in your mind and it will help you and teach you how to start writing Mark outs for your business. Now once we've created a SMART goal, we could take that and add that to our intranet project page. But let's have a look at how that might look. And if we don't have an intranet, obviously, we could create a shared document that everybody involved in the project can have access to.

So here we are, again, we're on our project page. And as you can see, now, we've got a SMART goal embedded on the page under the business objective. We've then taken a summary of what we're trying to do, and place that here. But in this instance, this is a project page specifically for the training of Jane. So is a SMART goal. As you can see, it's accessible by everybody.

And we could just literally click it and have a look at that SMART goal at any time. And that's one of the powerful points about creating At a dashboard, like this, and remember, we do have a course on this if you want to create a free internet and project management dashboard using Google Sites, so check that out.