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Writer's pictureJaclyn T. Badeau
Jan 154 min read

Pulse Point – Goal Setting – "A Roadmap to Accomplishing Your Goals with Using the SMART Framework”

Goal setting is a critical aspect of effective performance management and organization success. It’s important because the process can bring focus and prioritization, career growth and advancement, motivation and engagement, performance improvement, and many more things to the individual and organization. According to an article I read recently,  


“People with goals are 10x more likely to succeed.” 

& 

“People with written goals are 42% more likely to succeed than people with unwritten goals.”1 

 

With all of these benefits, it’s a no-brainer to write down your goals; yet many people don’t. Why? I can write out the millions of reasons I’ve heard, but I’ll just say, we overcomplicate it. Let’s go over a simple framework used for setting clear and effective goals – SMART.  

 

Many have heard the term SMART goals but just in case here’s a refresher: 

 

  • Specific: Goals should be clear and well-defined. They should answer the questions: What exactly do you want to achieve? Why is it important? How will you accomplish it? 

  • Measurable: Goals should be quantifiable and have specific metrics or indicators that allow you to track progress and determine if the goal has been achieved. 

  • Achievable (Attainable): Goals should be realistic and attainable. They should be challenging but within reach, considering available resources, time, and other constraints. 

  • Relevant: Goals should align with the overall mission, vision, and objectives of the individual, team, or organization. They should be meaningful and directly contribute to the desired outcomes. 

  • Time-bound (Timely): Goals should have a clearly defined time frame or deadline for completion. This provides a sense of urgency and helps in prioritizing efforts. 

 

Now it’s time to create your goal(s). Don’t get overwhelmed, as we shouldn’t have 100 goals! Focus on 3-5 goals max. These goals should include both performance and professional development goals. Start with understanding what the goals are for your organization and department. Then think about a goal you should have that ties into these larger goals. Consider what skills you should work on to enhance your capabilities. Recall the conversations you’ve had with your direct supervisor about initiatives rolling out over the next few months that impact you and your department. Reflect on areas you want to improve to expand your current role or earn a promotion later in the year. Now, with those thoughts, write down your goals.  

 

Here are some examples and tips to review to make sure you are being “SMART”: 


  • Specific:  

    • Example – Not Specific - “Develop better communication skills.” 

    • Example – Specific – “Attend a communication workshop by the end of the month and apply at least three specific communication techniques in client interactions, as observed by positive feedback and improved client relationships.” 

  • Measurable:  

    • Example – Not Measurable - “Implement a targeted email marketing campaign, leading to lead generations." 

    • Example – Measurable – “Implement a targeted email marketing campaign, leading to a 25% increase in lead generation and a 20% rise in conversion rates within the next four months, with monthly progress assessments to track performance." 

  • Achievable (Attainable):  

    • Example – Not Achievable - “Train everyone by tomorrow.” (FYI-current workload determines this is not possible) 

    • Example – Achievable – “Train 90%+ of the staff by [insert date].” 

  • Relevant:  

    • Tip: If your goal does not align with the department and organization strategic plan, this is a quick sign that your goal isn’t relevant. 

  • Time-bound (Timely):  

    • Example – Not Time-bound - “Increase sales revenue.” 

    • Example – Time-bound – “Achieve a 15% increase in sales revenue compared to the previous quarter by acquiring at least three new high-value clients and implementing a targeted email marketing campaign.” 

 

Now, update any of your goals that need revision. Once that’s finished, share them with someone (your supervisor, partner, colleague, whomever). FUN FACT: “70% of people who shared their goals with friends or family accomplished the goal.”1  Set recurring times to check your progress towards the goals and celebrate your milestones along the way! Also, keep your goals top of mind (don’t post them in the HR system and not look at them until December; maybe you want to print off your goals and tape them to your monitor or wall). 

 

Good luck and I wish you a fantastic year filled with celebrations on accomplishing the goals that are important to you! If you are willing, I would love you to share – what are 3 of your SMART goals for 2024? 

 

BONUS - To assess where you and your organization are in your employee engagement culture journey, download my “Culture Pulse: Employee Engagement Questionnaire” here: https://www.badeauconsulting.com/culturepulseeequestionnaire  

 

Are you ready to dig into emotional intelligence, employee engagement, and leadership work? I am a People Success Strategist who uncomplicates leading humans so that we can inspire confidence back into your team. By tapping into their authentic human leadership potential, we create space for innovation and growth.  

 

We do this through designing and implementing a system that fosters and protects a strong culture where employees are heard and understood from leadership down. In doing so, individual team members can gain confidence to bravely introduce innovative ideas and grow the company.  

 

 

I look forward to providing monthly pulse points to help you stay up to date with how the workplace culture scene is evolving.  

 



 

About Jaclyn T. Badeau, CPA, CGMA, MBA, EQ Certified 

Jaclyn Badeau is the Founder and President of Badeau Consulting. She specializes in employee engagement initiatives that help companies inspire confidence back into their team for innovation and growth. Jaclyn’s background in cultivating high performing teams, delivering coaching and mentoring, serving as a global business risk advisor, and facilitating internal and external leadership training to a global workforce gives her the unique perspective of what employees need and what works. She is also a multi award recipient and passionate about sharing her expertise and knowledge in volunteer advisory and leadership positions roles for many associations and not-for-profits.  

 

About Pulse Point 

Pulse Point is a monthly blog to stay up to date with how the workplace culture scene is evolving. 

 

 

 

 

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