thumb|Illustration of the meaning of the SMART acronym
SMART is a mnemonic acronym used to establish criteria for goals and objectives that are specific, measurable, assignable, realistic, and time-bound.
This framework is commonly applied in fields such as project management, employee performance management, and personal development. The term was first proposed by George T. Doran in the November 1981 issue of Management Review.
Since its inception, the SMART framework has evolved, leading to the emergence of different variations of the acronym. Commonly used versions incorporate alternative words, including attainable, relevant, and timely. Additionally, several authors have introduced supplementary letters to the acronym. For instance, some refer to SMARTS goals, which include the element of "self-defined", while others utilize SMARTER goals.
Proponents of SMART objectives argue that these criteria facilitate a clear framework for goal setting and evaluation, applicable across various contexts such as business (between employee and employer) and sports (between athlete and coach). This framework enables the individual setting the goal to have a precise understanding of the expected outcomes, while the evaluator has concrete criteria for assessment. The SMART acronym is linked to Peter Drucker's management by objectives (MBO) concept, illustrating its foundational role in strategic planning and performance management.
History
In the November 1981 issue of the Management Review (AMA Forum), George T. Doran's paper titled "There's a S.M.A.R.T. way to write management's goals and objectives" introduces a framework for setting management objectives, emphasizing the importance of clear goals. The S.M.A.R.T. criteria he proposes are as follows:
- Specific: Targeting a particular area for improvement
- Measurable: Quantifying, or at least suggesting, an indicator of progress
- Assignable: Defining responsibility clearly
- Realistic: Outlining attainable results with available resources
- Time-related: Including a timeline for expected results
Doran clarifies that it's not always feasible to quantify objectives at all management levels, particularly for middle-management roles. He argues for the value in balancing quantifiable objectives with more abstract goals to formulate a comprehensive action plan. This emphasizes the integration of objectives with their execution plans as the foundation of effective management.
Common usage
S.M.A.R.T. goals and objectives are key concepts in planning and project management. The acronym, while consistently used, applies differently to goals and objectives. Goals define the broad outcomes intended from a project or assignment, and objectives specify the actionable steps aimed at achieving these outcomes. There is acknowledgment of some variation in the application of the framework, reflecting a range of interpretations in practice.
{| class="wikitable sortable"
! Letter
! Most common
! Alternative
|-
| S
| Specific
| (Strategic and specific)
|-
| M
| Measurable
|-
| R
| Relevant