You input your answer into the interface and presto, pops a pre-formatted S.M.A.R.T. Goals worksheet You can print it, save or both. I save them under the employees last name like so; Meares0105.htm

This entire process literally takes less than five minutes. Then I sit down with the employee and actually input the goal information with them. They like this feedback and enjoy the involvement.

It's actually easier for them to achieve the goal because they have buy-in.

I don't know about you but if I can utilize a simple process to streamline my workload, I take advantage. The most important benefit I get is the lift in performance from my workforce. They appreciate the goal setting time spent with them.

Since I created this tool I have been using this process to achieve my goals as well as my team's goals.  

This tool sells for $27. If you are interested in purchasing several copies for your supervisors you are entitled to a volume discount. See the terms at checkout and your discount will be applied automatically. If you would like the output document to be customized I can do that too. It will take anywhere from 45 minutes to an hour to do this so I charge an additional $14.95. This charge will only be applied once, when you buy in volume.

You get the S.M.A.R.T. Goals software immediately. All you have to do is download it. You can't lose with our 100%, ironclad, money back guarantee. If your not satisfied I don't want your money. Just let me know and I will refund the entire amount.

No questions asked!

I am a call center professional first and foremost. My goal is to provide effectiveness tools for folks in our industry. My reputation is important to me. Not a whole lot more I can say, except that you should try it and if it's not for you let me know.

Immediate Access - Download SMART Goals Now

Simple yet effective way of setting and monitoring goals. The SMART goal structure is a proven method to create a goal that is achievable, reasonable and easy to follow.

Immediate Access - Download SMART Goals Now

Specific

Goals should be straightforward and emphasize what you want to happen. Being specific in setting the goal has a greater impact than a general or broad goal. Specific goals have a greater likelihood of being accomplished.

• General goal: "Get in shape."
• Specific goal: "Join a health club and workout 3 days a week."

To help you set the specific goal use the six "W’s":

• Who is involved?
• What is it you, your team or the team member wants or needs to accomplish?
• Where will the goal be accomplished?
• When will the goal be accomplished by?
• Why are we setting the goal, why is it important? What is the reason, purpose or benefits to accomplishing the goal?
• How will the goal be accomplished?

Measurable

Establishing concrete criteria for measuring goals creates benchmarks for achievements within the goal. By setting measurements for the goal will keep the goal on track. If you can’t measure it, it can’t be managed.

To determine if your goal is measurable ask questions such as:

• How much?
• How many?
• How will I know when it is accomplished?

Attainable

If a goal is too far out of reach, you may not maintain the full commitment necessary to achieve it. You may start with good intentions, but become discouraged by the lack of immediate results. For example, completing a marathon may not be an achievable goal if you've never run before. However, completing a 5K run may be attainable.

The goal should be challenging, yet attainable.

• Ask yourself: Is this goal within reasonable reach?
• Can I attain this goal if I put forth the proper effort?

Remember, once you have achieved this goal, you may want to set a new goal to challenge you further.

Relevant

The goal you set should be relevant to your success in a specific area, whether it be work, health or home-life. Tying the goal to something that is important to you will build your commitment to achieving it. If you are helping someone else set a SMART goal the relevance tells them "what’s in it for me" and connects their success to something bigger.

To ensure the goal is relevant, ask:

• How will achieving this goal affect my overall success in this specific area of my life?
• How will my success in this goal affect those around me?
• My team? My department? My company?

Time-Bound

The goal must have a time frame for completion and for benchmarks. Being able to track your progress over time encourages you to keep going and reach your goal. Stating an end point for achievement gives you a target to work towards. Without a set completion date, the goal becomes vague, and commitment may waiver.

Example: I will spend (45 minutes) (each day this month) walking on the treadmill.

• When does this goal need to be accomplished?
• What is my timeline for success?
• How often will I check my progress? 
• How much time will I spend on this each day, week, or month?

I bet your saying, "Ok, all this information is great but how will doing this save me time?"

Short Answer = S.M.A.R.T. Goals Software

Immediate Access - Download SMART Goals Now

The S.M.A.R.T. Goals process works so well that I decided to create a simple program that could take my input and produce a one page S.M.A.R.T. Goal document.

You answer the questions. press print and your done (well except for sitting down with the employee.) This software is so easy to use that you can actually sit down with your employee and answer the questions together. It only takes 5 minutes.