How to score goals that can lead to organizational success.



In spirit of the FIFA world cup, I have been thinking about how we as leaders set goals for our employees and/or followers. As noted by Locke and Latham (1990), in most goal-setting studies the term ​'”goal​”  refers to attaining a specific standard of proficiency on a given task within a specific time frame. This has resulted in practitioners of goal-setting creating the acronym SMART (Locke, 2004; Mealiea & Latham, 1996).
The concept of setting SMART goals is very important for accomplishing individual goals, which in turn are  linked to department, division, and the overall organizational vision. It is also critical for ensuring good communication between employees and supervisors so there are no surprises during annual performance evaluations.

With this research in mind I would like to present one easy way for leaders to remember how to set goals for their employees/followers, is by using the SMART goal strategy.

Specific: Goals should be simply written and clearly define what you are going to do.

Measurable: Goals should be measurable so that you have tangible evidence that you have accomplished the goal. Usually, the entire goal statement is a measure for the project, but there are usually several short-term or smaller measurements built into the goal.

Attainable: Goals should be achievable; they should stretch you slightly so you feel challenged, but defined well enough so that you can achieve them. You must possess the appropriate knowledge, skills, and abilities needed to achieve the goal.

Relevant: Goals should measure outcomes that relate to tasks or activities, not the activities themselves.

Time frame: Goals should be linked to a time-frame that creates a practical sense of urgency, or results in tension between the current reality and the vision of the goal. Without such tension, the goal is unlikely to produce a relevant outcome.




Locke, E. A. (2004). Handbook of principles of organizational behavior. Malden, MA: Blackwell Publishing.

Locke, E. A., & Latham, G. P. (1990). A theory of goal setting and task performance. Englewood Cliffs, NJ: Prentice Hall.

Mealiea, L. W. & Latham, G. P. (1996). Skills for managerial success: Theory, experience, and practice. Toronto, ON


3 thoughts on “How to score goals that can lead to organizational success.

  1. Pingback: Seven steps to effective decision making. | Leadership Archways

  2. Pingback: Understanding and improving your own charisma. | Leadership Archways

  3. Pingback: Distinguishing between Leadership and Management | Leadership Archways

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s