{"id":4740,"date":"2023-01-05T09:00:25","date_gmt":"2023-01-05T07:00:25","guid":{"rendered":"https:\/\/getnave.com\/blog\/?p=4740"},"modified":"2025-05-15T16:15:24","modified_gmt":"2025-05-15T14:15:24","slug":"new-year-management-goals","status":"publish","type":"post","link":"https:\/\/getnave.com\/blog\/new-year-management-goals\/","title":{"rendered":"How to Succeed in Your Improvement Initiatives using the S.M.A.R.T.E.R Approach"},"content":{"rendered":"
<\/div>\n

Goals are always great, but there\u2019s definitely an art to making the <\/span><\/i>right <\/span>kind of goals. Let\u2019s talk about the S.M.A.R.T.E.R approach that gives you and your team the tools to make your new year\u2019s resolutions a reality.<\/span><\/i><\/p>\n

It\u2019s the first week of January \u2013 that magical time when most of us are filled with optimism and energy.<\/span><\/p>\n

We\u2019re so excited that we\u2019ve probably already brainstormed and come up with several goals or ideas.<\/span><\/p>\n

And that\u2019s <\/span>awesome.<\/span><\/i> I don\u2019t want you to lose an ounce of that excitement or motivation.<\/span><\/p>\n

But remember:\u00a0<\/span><\/p>\n

All the motivation in the world won\u2019t get you very far if your goals aren\u2019t defined enough.<\/strong><\/p>\n

You\u2019ve probably heard of S.M.A.R.T goals \u2013 but I\u2019m actually here to focus on S.M.A.R.T.E.R (and yes, those last two letters are just as important as the rest). I picked up this concept from Michael Hyatt, but added a managerial twist to make it that much more applicable and relevant.<\/span><\/p>\n

I\u2019m even including examples of what each of these concepts looks like, so you have a clearer idea both of what to do, and what <\/span>not<\/span><\/i> to do as you create your new year\u2019s objectives.<\/span><\/p>\n

Our time and energy are finite, and we don\u2019t want to waste it on goals that are vague or impractical. The S.M.A.R.T.E.R approach will help you turn your goals into great, achievable initiatives.<\/span><\/p>\n

<\/div>\n

How to Succeed in Your Improvement Initiatives This New Year<\/h2>\n

So, let\u2019s go through each letter in the S.M.A.R.T.E.R approach in more detail.<\/span><\/p>\n

#1 Specific<\/h3>\n

The vaguer your goal is, the harder it will be to accomplish it.<\/span><\/p>\n

The opposite is just as true: the more specific your goal is, the <\/span>easier<\/span><\/i> it will be to reach it. Not that it will be \u201ceasy\u201d per se, but you will have a much clearer idea of what you want to achieve, which makes it much easier to focus.<\/span><\/p>\n

Here\u2019s a not-great example of \u201cspecific\u201d:<\/strong> I want to improve our team\u2019s performance<\/span><\/i><\/p>\n

The problem here is that it\u2019s so open-ended. It leads to a bunch of questions: improve your performance how? In what way?<\/span><\/p>\n

You won\u2019t be able to make much progress if your goal is not specific.<\/span><\/p>\n

Here\u2019s a good example of \u201cspecific\u201d:<\/strong> I want to improve our cycle time<\/span><\/i><\/p>\n

See the difference? In the second example, you\u2019ve pinpointed what it is that you want to improve. You can actually make this goal even more specific, which is what we\u2019re going to look at next.<\/span><\/p>\n

#2 Measurable<\/h3>\n

It\u2019s hard to know if you\u2019re making any progress on your goal if there\u2019s no way to measure it. Besides knowing the \u201cwhat\u201d, we need to answer the question, \u201chow much\u201d?<\/span><\/p>\n

Here\u2019s a not-great example of \u201cmeasurable\u201d:<\/strong> I want to improve our cycle time<\/span><\/i><\/p>\n

Even though this is a good example of being specific (\u201cwhat\u201d it is we want to improve), it doesn\u2019t tell you how far to reach.<\/span><\/p>\n

Here\u2019s a good example of \u201cmeasurable\u201d:<\/strong> I want to improve our cycle time by X%<\/span><\/i><\/p>\n

The % amount you choose can vary depending on what is realistic for you and your team (we\u2019ll talk about this more later on). The important thing is that you have an exact number in mind so that you have something to measure against where you are currently.<\/span><\/p>\n

#3 Actionable<\/h3>\n

Let\u2019s continue building on the same example we started with.<\/span><\/p>\n

Here\u2019s a not-great<\/i> example of \u201cactionable\u201d: <\/i><\/strong>I want to improve our cycle time by X%<\/span><\/i><\/p>\n

While it meets the first two criteria, you still don\u2019t have any plan for how to implement it. You have the \u201cwhat\u201d (improve your cycle time), the \u201chow much\u201d (by X%) \u2013 now you need to answer the question of, \u201chow will we achieve that?\u201d<\/span><\/p>\n

Here\u2019s a good example of actionable: <\/i><\/strong>I want to improve our cycle time by X% by introducing WIP limits<\/span><\/i><\/p>\n

Now your goal isn\u2019t just a wish \u2013 it\u2019s a solid gameplan!<\/span><\/p>\n

#4 Risky<\/h3>\n

Let\u2019s talk about the \u201cX\u201d part of our example.<\/span><\/p>\n

You don\u2019t want to set the bar for your goal so low that you aren\u2019t stretching yourself. But on the other hand, you also don\u2019t want to aim for something unrealistic that only sets you and your team up for failure.<\/span><\/p>\n

The key is to find that sweet spot that pushes you out of your comfort zone, without causing anxiety or burnout.<\/span><\/p>\n

Here\u2019s a not-great example of \u201crisky\u201d: <\/i><\/strong>I want to improve our cycle time by 2%<\/span><\/i><\/p>\n

2% improvement is not really a challenging goal. In turn, that means you will experience a much lower pay-off than if you pushed yourself a little harder.<\/span><\/p>\n

\u201cI want to improve our cycle time by 200%\u201d isn\u2019t a good goal either, since it\u2019s so extreme. You want to want to find the sweet spot in the middle.<\/p>\n

Here\u2019s a good example of \u201crisky\u201d: <\/i><\/strong>I want to improve our cycle time by 20%<\/i><\/p>\n

The goal here is to stretch yourself just enough to experience growth and a little bit of discomfort but not so much that you feel overwhelmed.<\/p>\n

It\u2019s a meaningful enough goal that you and your team will see real differences in outcome, and feel real pride in being able to accomplish it.<\/p>\n

#5 Time-Keyed<\/h3>\n

We still have the question remaining of \u201cwhen\u201d we will accomplish this goal. It\u2019s going to be confusing to implement your goal if you don\u2019t have a sense of the timeline.<\/p>\n

Here\u2019s a not-great example of \u201ctime-keyed\u201d: <\/i><\/strong>I want to improve our cycle time by 20%<\/i><\/p>\n

This is great but how much time do you actually need to get there? Is it 2 months? Perhaps 2 years? By when do you want to accomplish this goal?<\/p>\n

Here\u2019s a good example of \u201ctime-keyed\u201d: <\/i><\/strong>I want to improve our cycle time by 20% by the end of Q1 2023<\/i><\/p>\n

Now we have a reasonable timeframe that makes sense. It\u2019s risky enough to push you outside your comfort zone, but it\u2019s still realistic.<\/p>\n

#6 Exciting<\/h3>\n

No matter how specific, measurable, actionable, risky and time-keyed your goal is, if it doesn’t create a sense of excitement in you and your team members then you\u2019re going to be fighting an uphill battle to make it happen.<\/p>\n

You want a goal that will lead to some kind of reward; the more intrinsic the better.<\/p>\n

Here\u2019s a not-great example of \u201cexciting\u201d:<\/strong> When we accomplish this goal, we will have a work party<\/i><\/p>\n

I\u2019m all for having fun as a team, but with an important goal the motivator needs to be a bit deeper. It needs to have long-term beneficial consequences for the whole team.<\/p>\n

Here\u2019s a good example of \u201cexciting\u201d:<\/strong> When we accomplish this goal, we will be able to transition to a 4-day workweek <\/i><\/p>\n

Think about it: if you\u2019re able to improve your cycle time by 20% or more, you and your team will be achieving the same results in less time!<\/p>\n

That in turn means you can decrease your workweek \u2013 the reward is the natural consequence of fulfilling your goal. Not to mention it\u2019s very exciting and motivating, which encourages you and your team to stick to making the goal happen.<\/p>\n

#7 Relevant<\/h3>\n

It\u2019s important that your goal is aligned with your values. You want it to be something you and your team can feel good about \u2013 not something you find yourself questioning or even regretting when the going gets tough.<\/p>\n

Here\u2019s a not-great example of \u201crelevant\u201d:<\/strong> We are going to improve our cycle time by 20% by the end of Q1 2023 by working 10 hours per day<\/i><\/p>\n

Do you really want you and your team members to be up at odd hours every night, and over the weekends? Is your ultimate goal worth that kind of sacrifice? This approach can quickly lead you and others to ask: \u201cis this really worth it? What is the point of this?\u201d<\/p>\n

Here\u2019s a good example of \u201crelevant\u201d:<\/strong> We are going to improve our cycle time by 20% by the end of Q1 2023 by cutting out all the waste in our delivery process<\/i><\/p>\n

In both examples you are reaching to improve your cycle time, but the mentality is completely different.<\/p>\n

In the second example, you are setting yourself up to have a tremendous, positive long-term impact on your business culture. It\u2019s relevant because it\u2019s true to your values and your vision.<\/p>\n

Ready to Set Your Management Goals and Achieve Them?<\/h2>\n

So there you have it! I hope this was stimulating and helpful for creating (or tweaking) your management goals for 2023.<\/p>\n

It\u2019s important that you are able to keep track of your goals to make sure you\u2019re heading in the right direction. With Nave, you\u2019ll be able to measure the progress of your improvement initiatives to make sure that you stay on track and turn your goals into a reality. You can try it here for free, for 14 days with no obligations<\/a><\/strong> \u2192<\/p>\n

<\/div>\n

Do you know of anyone else who\u2019s currently working on their management new year\u2019s resolutions? Be sure to share this article with them on your favorite social media channels.<\/p>\n

I hope that 2023 is off to a wonderful start for you, and I\u2019m excited to see you here next week, same time, same place, for more managerial goodness. Happy new year!<\/p>\n

<\/div>\n
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Goals are always great, but there\u2019s definitely an art to making the right kind of goals. Let\u2019s talk about the S.M.A.R.T.E.R approach that gives you and your team the tools to make your new year\u2019s resolutions a reality. It\u2019s the first week of January \u2013 that magical time when most of us are filled with […]<\/p>\n","protected":false},"author":1,"featured_media":4754,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"yasr_overall_rating":0,"yasr_post_is_review":"","yasr_auto_insert_disabled":"","yasr_review_type":"","footnotes":""},"categories":[69,70],"tags":[],"class_list":["post-4740","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-process-improvement","category-team-performance"],"acf":[],"yoast_head":"\nHow to Succeed in Your Improvement Initiatives using the S.M.A.R.T.E.R Approach | Nave<\/title>\n<meta name=\"description\" content=\"New Year's management resolutions are great, but you want to make sure you take a winning approach. 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