Written by Mariah Ramage

Have you ever made a New Year’s Resolution? How long did you stick with it before life got in the way?

It happens to all of us. We have grand plans of things we are going to accomplish, but then something happens, and we never reach our goal. Why not?

Often, it is because the actual goal we set was lacking in some way. Research shows that there are attributes of goal setting that make us more likely to achieve our goals. That is why SMART goals have become so popular in recent years. Originally based on the goal setting theory of Locke and Latham, SMART is a convenient acronym for some of the attributes that goals should have if we want to actually achieve them. While there is not complete uniformity in the words different organizations use to fit to the acronym, I have chosen those words that research best supports.

• S – Specific: Making a goal specific is the first, and potentially most important, factor in effective goal setting. Research shows that specific goals lead to higher performance than vague, abstract, or no goals. So, while goals like, “be more grateful for what I have” are well-intentioned, they need to be more specific to actually make them happen. For example: Every evening, I will write down 3 things I am grateful for from that day. That is a goal where you can actually see a way to follow through.

• M – Motivation: If you don’t have a reason behind your goal that means something to you, why are you setting the goal? You need to have some form of motivation if you are going to achieve your goal, and motivation typically comes from some kind of reward. That can be an external reward, such as a something given to you, or an internal reward, such as a meaningful purpose, an intellectual challenge, or a sense of accomplishment. The most powerful motivations usually include a combination of internal and external rewards. Pick a reward for achieving your goal that is meaningful to you – make sure it is something that will be motivating even when your goal seems most challenging.

• A – Accountable: If you are setting good goals, but you’re struggling to stick with them, you may need someone to hold you accountable. Accountability has been found to result in significantly higher goals being reached than when there is no accountability. It is also important to pick an accountability partner who won’t let you make excuses. While there can be valid reasons for not achieving your goal, you need an accountability partner who sets the bar high for what counts or doesn’t count as valid.

• R – Realistic & Relevant: I couldn’t pick just one word for the R, because both realistic goals and relevant goals are very important. Realistic goals are challenging, yet achievable given your current circumstances. If there’s no hope of success, motivation is hard to find — so set goals you can realistically succeed at. Relevant goals also help with motivation to stick with your goals. Relevant goals are sub-goals to larger, overarching goals you have in your life. While doing something just for the sake of accomplishment can be fun, motivation to stick with a goal is often found when succeeding at the goal will be useful to you in the future. Reading all the books on the New York Times Top 10 list may be a fun way to read things you might otherwise not, but making your own list of books to read that have information useful for your personal life is more relevant and gives you more reason to actually read them.

• T – Time-bound: Give yourself a deadline. It gives you motivation to get it done, and when you’ve succeeded, you can set a new SMART goal relevant to one of your overarching life goals.

Set a SMART goal for the New Year, for any area of your life! Write it down and decide now what you are going to do to achieve your goal. And remember, your deadline doesn’t have to be the end of the year. You can do a smaller goal each month that adds up to something big.

Bonus Challenge: Set a SMART goal that relates specifically to improving one of your personal relationships. Keep an eye out for our monthly calendars over the next few months for ideas for what you can do each day to make your relationships more meaningful!

References

Frink, D. D. & Ferris, G. R. (1998). Accountability, impression management, and goal setting in the performance evaluation process. Human Relations, 51(10), 1259-1283.

Locke, E. A. & Latham, G. P. (1990). A theory of goal setting and task performance. Upper Saddle River, NJ: Prentice-Hall.

MacLeod, L. (2012, March-April).  Making SMART goals smarter. Physician Executive, 38(2), 68+.

Mariah Ramage was born and raised in Bellevue, Washington with two older brothers. She graduated from Brigham Young University with a Bachelor of Science in Family Life and Human Development, and she is currently living in the Seattle area. Mariah is currently experiencing the joys of being a nanny to three-year-old boy-girl twins while she prepares to pursue graduate work in Human Development and Family Studies. She is passionate about mental health, abuse recovery, purposeful parenting, and healthy media usage.