SMART Goals Examples and Leadership Goals Examples
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2013 Goals Smart Goals and Leadership Goals

SMART performance Goals examples

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SMART GoalsIn the most recent comments we have been asked what types of SMART Performance Goals Examples have we found to be most useful.The one thing that I know from experience and reading other thought leaders on the subject is that you must make your goals clear and concise. I have seen examples that try and get to wordy and this can lead to confusion. I ask my team to write their goals in the following format so that if someone were to pick up their goals without them present they would be able to understand what they are trying to accomplish. I found this great excerpt on leadership goals examples..

 

  • Goal Example Step 1:  Describe your goal in present tense
  • Goal Example Step 2:  Write down your goal in 1st person.   You must take responsibility for your actions so you goals need to be about you, now about others.
  • Goal Example Step 3:  Describe the accomplishment of your goal using all five senses.  Describe the accomplishment of your goal using sight, sound, smell, feeling, taste.  Goal example, imagine yourself looking down at you and you reached your goal, describe it so it is real to you, real in your mind.
  • Goal Example Step 4:  Identify the evidence of achieving the goal.  What physical evidence will exist that you have achieved your goal, maybe money is one of those markers, however be careful money does not motivate people, doing things for others does.  Goal example: What if you made enough money to buy a new car for your mother, describe that result, that accomplishment.
  • Goal Example Step 5:  Must have a deadline for achieving the goal.  You must decide when you want to accomplish your goal. Decide.
  •   Your description above needs to be detailed enough that you can see yourself or feel yourself in the picture you are describing.  The better you can describe this, in more detail, the more emotional the attachment you will have to the goal, and emotion is the magic fuel that allows you to overcome everything….More at Growth Mindset – Leadership Training: How to Write a Goal …

If you are clear on what you are trying to accomplish through your performance goals and set a timeline on when you will accomplish them you are more likely to achieve them.

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Quotes on goals and motivation for setting goals

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leadership goals examples

Whether your trying to set leadership goals for the remainder of the year or helping your teams find that added motivation for setting their personal and business objectives ere are some great quotes on helping you set and achieve your goals.
I wanted to include this video from Ted featuring Simon Sinek. He talks about starting with the “Why” and how companies like Apple are able to lead their industry in innovation and customer loyalty. The reason I included this is because many times I see people start with the “What” first on trying to establish their leadership goals instead of starting with or clarifying the “Why”. Starting with the “why” will help provide more inspiration for setting and achieving your leadership objectives.

“Many are stubborn in pursuit of the path they have chosen, few in pursuit of the goal.” - Nietzsche

 

“Obstacles are those frightful things you see when you take your eyes off your goal.” - Henry Ford

 

“What is not started today is never finished tomorrow.” - Goethe

“The greater danger for most of us lies not in setting our aim too high and falling short; but in setting our aim too low, and achieving our mark.” - Michelangelo

Below is a video that I watch at least three to four times a day when I need a great refresher. The quote ” When you want to succeed as bad as you want to breathe then you will be successful” Very powerful message and can provide motivation when you are stuck setting your goals.

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short term goals examples for business

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Short term goals examples for business

Short term goals examples for businessThe year is coming to a close and businesses large and small are meeting to set new business strategies for 2013. We have been working on our own success metrics and defining what short term goals examples for work will look like. I focus a lot in this post on the short term goals in order to give people a tangible metric for which to measure their success or failure. You will always want to set the long term vision to which you will align your short term goals around. Just like setting short term goals in life you will want to create that ultimate end goal so that you know what your purpose is that you are trying to reach. I have found that once our vision is established and then shared with the team it is much easier for them to set their own goals that are aligned with the company’s vision. That is why it is imperative that senior leaders in your organization set their goals and then filter those down before you start to put together your own objectives. I have put together some short terms goals examples for business that may help you get thinking for 2013:
  • increase new customer acquisitions by 5% be end of Q1
  •  Fill the three vacancies by January
  • Launch new blog on our site by end of January
  • Have scorecard locked in and updated by end of January
  • Set three leadership development meetings with team by January 5
  • Reach Q1 revenue goals of 10% increase by early March
  • Improve customer satisfaction by 20% by end of May
  • Implement three new solutions as identified by 2012 employee survey by Q2
Have short-term and long-term goals

You might want to set weekly goals, quarterly goals, annual goals, and even 3-year or 5-year goals. One way to generate short-term goals is to first consider your long-term goals. Is there a certain dollar amount you want to earn or a number of clients you need to sign up by a certain time? If nothing like that comes to mind immediately, take a few minutes and think about what professional goal you would like to attain. Once you have determined long-term goals, you can work backward. If your goal is to make $100,000 this year, you should make a list of what it would entail to make that money. If you encounter difficulty creating your list, ask peers or friends for help. When your list is complete, break those small steps down into goals.

Make your goals specific and measurable with a deadline

“Increase my sales” is a good goal, but it’s so vague that it does not provide a means by which you can judge your success. Modify your goals by making them specific. All goals should be specific (Get new clients), measurable (Get three new clients), and have a time frame (Get three new clients by November).

Don’t set yourself up for failure

Make sure your goals are attainable. If you aim too high, you’re dooming yourself to defeat.

In a statement on Tuesday, the company said its short-term goal will be “to stabilize and then begin increasing its comparable-store sales and operating margin.”

In a statement on Tuesday, the company said its short-term goal will be “to stabilize and then begin increasing its comparable-store sales and operating margin.” Over time, it is aiming for a return on invested capital of 13 ……More at NewsDaily: Best Buy CEO sets goals; Wall St begs for more details

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Leadership goals and your Individual development plan

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Leadership goals and IDPWe have been doing some research on leadership goals and the link to IDP’s (Individual Development Plans) and noticed that in most cases they are looked at as different  processes. The link to create a single vision on your IDP that could include your development goals is something that we are going to try and give more exposure to in this article. I have found to valuable resources on how to develop an IDP and how to include your leadership goals as part of this process. In the following excerpt from Leadership By Dan he does a great job in simplifying the development of your IDP and even provides a great tool on how to create your IDP.

1. Start with a goal; have a reason to develop
There needs to be some kind of reason to develop. If there’s no reason to improve – or no motivation, then there’s no reason to have an IDP.

Here are the most typical reasons for an IDP:
· You’re new in a job, and want to get up to speed as fast as possible
· You’re struggling in your job, and want to improve
· You’d like to move to a new role, and want to prepare yourself for that new role
· You’re good at what you do, and have no immediate aspirations to move, but just want to get even better

2. Identify what you want to learn, or get better atIdentify the three most important competencies (skills, knowledge, attributes) that you want to work on in order to achieve your goal. If you’re new in a role, these will most likely be the unfamiliar functional areas that you’ve had little prior experience with. Or it may be getting to know your new organization or team. If you’re struggling in a role, these things may have been identified in your performance appraisal, a 360 leadership assessment, or feedback from your manager or a coach. In order to prepare for a new role, you’ll need to identify the required competencies for that new role that you don’t yet have.

For leadership development, having access to a leadership competency model can help you identify the leadership competencies your company has identified as critical for any leader. You can either assess yourself, ask your manager for feedback, or ask for a 360 assessment… Read more at www.greatleadershipbydan.com

We also came across the Individual Development Plan resource tools at Yale.edu. I have included a link to their HR site where they have done an amazing job of simplifying the meaning behind the “Why” you would want to create an IDP and why leaders need to help their teams create and have a conversation regularly on their development. They have guides and tools that you can view to give an inside look at how one of the most prestigious universities in the US help to develop their staff. Watch the two videos on their site and you will see what I am talking about.  Leadership goals that are aligned with individual development plans can help grow your employee engagement and overall energy.

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Leadership Goals Examples- 3 reasons they are so important

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While compiling some articles on our continued conversation on leadership goals examples and what exactly those would look like and why they are important I cam across this great infographic outlining three key factors on the “why” behind leadership and their clear goals are very important. (See “Does leadership Quality Matter” at the bottom of this post).

I have outline why the following three areas are great to include in your leadership goals building for you and your team. The 3 reasons why Leadership goals are very important is that help create alignment on your overall vision for your team and the company. They lay the foundation for employee trust and motivation that will help you create and build high performing teams:

  • Workforce retention
  • Employment engagement
  • Organizational Performance

Workforce retention:

This infograhic shows the impact of losing your employees:

The Multiplying effect of losing your best talent

The cost of losing an average employee is 1.5X their burdened salary (pay, benefits…).  For above average employees the cost doubles (2X) and in some cases even triples (3X). The costs are higher when you lose your high performers, senior leaders and those that perform complex jobs.  It’s important to know who left the organization and why.

Are you assessing your top performer’s flight risk levels?

We have all read and witnessed that good managers can make all the difference in how effective our teams are.  More often that not these managers hold themselves accountable to their team, they know what motivates them, show them a future and care about the well-being of them as people, as much as their performance. Are you supporting your managers to be this kind of manager for your teams?  An exit interview is often too late to find out why a valued team member leaves. There are ways to get in front of it and it almost always leverages your management team. For more information on exit interviews see links below. Read more at …. Folkfusion.com

Leadership goals

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Employee Engagement:

If your employee are not all in then you will be fighting an uphill battle. One leadership goals example would be to simply invest in each of your direct reports leadership development. This could be as simple as setting up blocks of time each month to focus solely on their personal development or providing resources for training or books that would be good to read. This information below outlines several leadership tools that you can implement at the field level that will help keep your employees motivated and engaged. 

The following except from Forbes Magazine talks about the three drivers that were published in a recent survey. Showing that about a quarter of the employees are disengaged which could have a huge impact on the three factors we talked about through Organizational Performance and Workforce retention.

The study, What Drives Employee Engagement and Why It Matters, also has some disturbing findings, noting that “only 29% of employees are fully engaged while 26% are disengaged.”

Released in October, the research surveyed 1,500 employees nationally.  Its conclusion: “Although there are many factors that impact employee engagement, there are three key drivers:

- Relationship with immediate supervisor

- Belief in senior leadership

- Pride in working for the company.”

This focus on the central importance of the direct management relationship – that often can make or break an employee’s feelings about work and therefore performance – is consistent with what management experts have long contended.  The study stated, “The attitude and actions of the immediate supervisor can enhance employee engagement or can create an atmosphere where an employee becomes disengaged.  In addition, employees said that believing in the ability of senior leadership to take their input, lead the company in the right direction and openly communicate the state of the organization is key in driving engagement.” … read more at Forbes.com

 

Employee Engagement in 2013

Organizational Performance:

I found this video that is a webinar from Georgetown University. It is about two hours in length so if you have some time and want to gain some insight into leadership goals and align with organizational  performance this is really a great resource. Everyone should have a clear focus and be clear on what they are held accountable. Your leadership can help line your employees in the right direction or send them down a path of confusion. If people are unclear on what they are held accountable for this can lead to distrust and “playing small” and withholding their full emotional commitment to the success of the company and the team.

 

Does Leadership Quality Matter? Infographic
Infographic by the University of Notre Dame, earn your Executive Certificate in Leadership and Management .

 

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My personal 2013 Goals- 5 things I will do differently

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I was reading through several articles on how to get things done and the motivation on moving towards your goals. It is half way through January and my personal 2013 goals have started a bit sluggish. It always seems that you start off with great intentions and passion and then life intervenes and you start to focus on things that come up without regard to what your overall objective is. I came across this interesting program called The Action Machine which I believe is part of the infographic below. I actually stumbled on this infographic as I was doing research for this post and while many people had it posted the attribute link is just below the picture. I will get more into this program once I make the investment and see what it does bring to my personal 2013 goal setting and accomplishments. What I have learned is that even though I feel that I am slow out of the gate for achieving my goals there is no need to abandon them all together I just need to course correct and start taking action.

So what will I do differently to restart my 2013 goals:

1) Get up 45 minutes earlier everyday to visualize and take small steps towards my goals

2) Blog about my success or setbacks three times a week. (This will help me stay accountable to what I say I am going to do)

3) Use the tools that I already have and in place to help me stay on track. No I really mean this. If you are like me and jump on the latest app or program to help set and achieve goals then to only find yourself ignoring the email reminders then you are not alone. I will use the 100 Day Challenge program and Goals On Track to stay focused.

4) Post my goals where my family can see them and get them off my office wall

5) Be thankful everyday for what I am blessed with and focus on things that I can and will get done and not on what I have failed to do

What will you do with your 24 hours?

If you take away anything from the image below I would point out this two highlights:

You have 84 opportunities each week to make progress towards your goal. Eric Thomas, whom I watch and listen to his videos on Youtube, talks about only having 24 hours in a day and this is true for anyone . It is how you use those 24 hours that will determine your success.

The second point is the simplicity of : Write it down,Assign the action, and Do it!

2013 goals

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2013 Goals infographic Are your goals realistic

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If you have already mapped out your 2013 goals and excited about what the year has to bring then this simple 2013 goals infographic may be give some insight into how to achieve those goals. While the major content is focused on why people miss their goals I think we can all takeaway some of the key points:
1) Most important : Write them down and be specific and put a time limit on when to achieve. I like the 100 day time frame because it is long enough to show results while short enough to course correct if you need.
2) Keep the goals simple and limit the impulse to get broad and wide. It is a known fact that setting to many goals will lead to failure.
3) Create time everyday to review and take steps towards your goals. It does no good to set you goals and then revisit them at the end of the period. Create a check-in point with you or your team on daily or weekly basis and just spend 5 minutes making sure that you are doing things that are going to help you get to that goal.
Setting SMART goals is the foundation to any successful venture and I wish you all the success in 2013.

Setting Goals Infographic
Graphic can be found at OnlineEducation.net

Leadership goals – 5 Questions to ask first

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Leadership goalsIn 2013 developing leadership goals being specific and knowing what the end result should be can really help in developing your objectives and goals. As I have been reading several articles on goal development and successful goal setting I have narrowed it down to five simple questions.

  1. What is the specific goal that you are trying to achieve?
  2. Who will be involved in helping you achieve this goal?
  3. Why do you want to achieve this goal?
  4. Where are you currently starting from?
  5. When will you achieve this goal?

 

If you are putting together your own leadership goals I would include your team to help in the development and also collaborate with your mentor. One area that I have extremely valuable is to have a discussion with my mentor on what goals I have envisioned for the new year and getting their feedback. They are able to ask questions that help to focus on core competencies and really help narrow down the objectives that make the most sense to my personal development and my teams. I have always included my team in leadership objectives so that they have buy-in and will help hold me accountable.

I wanted to include this short video on Steve Jobs and his comments on leadership. I will doing another post later this week on some of the key points that I have taken away from his story as told by Walter Issacs.

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The 100 day challenge webinar for 2013

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I invite all our guests and readers to watch this webinar on what exactly “The 100 Day Challenge” is all about. I have been apart of this process for the last few years and I can say it does help you keep focused and creates greater accountability. Whether you are looking to find a way to accomplish your New Years Resolutions or set Leadership goals for you and your team this program will help you set and achieve those goal.

Click here to join the 100 Day Challenge:

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2013 best apps for goal setting to keep your New Years Resolutions

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2013 New Years ResolutionsI have been doing some research on some of the more popular iPhone and iPad apps for helping you set 2013 new years resolutions and came across this article that had many of the same ones that we found. Take a read and let us know what your favorite apps are for helping you set and keep goals. I personally use the app “Unstuck” which while not a true goal setting app can help get you off the fence about what you need to do next. You walk through a series of questions and then the app provides you with a simple and effective roadmap on what you should be doing to get “Unstuck” I have used this when setting objectives, writing a blog post, or needing to have a conversation with someone.

iThoughts

An iPhone and iPad mind mapping app that helps you to visually organize your thoughts, ideas and information. You can use this tool to brainstorm, track tasks, take notes on your progress, and plan out your goals from start to finish. It also includes a number of other features such as import/export, cloud sync, cut/copy/paste with other apps, prioritization and more.

Life Goals

An iPhone app that helps you become more successful in reaching your goals through an Action Priority Matrix that automatically prepares your “To Do” list based on what will have the biggest and quickest impact. It includes other tools, like the Life Chart, that graphs your progress, highlights areas that need more attention, and helps you find life balance.

TraxItAll

An iPhone app that helps you set goals and track your progress on a daily basis. It was created to provide the flexibility you need to track anything from weight loss, to sales calls, to daily tasks, and more.

Unstuck

An iPhone and iPad app that acts as a coaching tool to help you set and meet your goals. Not only does it track your progress, but it also guides you through a process of creating goals for the upcoming year. It is, exactly as named, a comprehensive workshop that will walk you though creating goals and then executing a plan to reach them.

….More at Top 5 Apps for Goal Setting and Tracking | Type-A Parent

Check out this video for some inspiration:
Also check out this list of top 20 goal setting tools to help keep on track for your 2013 new Years Resolutions. I have pulled out one that we use on a weekly basis but they do an in depth job of listing and commenting on 20 pretty cool tools and apps. I have also used another tool that list called MindBloom which is an interesting way to create and set new years resolutions where you can create a community and set accountability coaches. You log in daily to water your tree with activities and ideas. Very effective.
GoalsOnTrack is a web-based software to help keep you set and track your goals. You will be able to make your goals smart, chunk them down to small bite-sized tasks, and make a tangible action plan. You’ll also be able to track your time and print out a day planner to achieve your goals…More at 20 Apps to Help You Keep Your New Year Resolutions

 

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Leadership Goals in 2013: It starts with the vision

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Leadership Goals in 2013

Leadership Goals and Vision

Leadership goals for 2013

My team like many across the country are having their annual reviews and putting in place business plans for 2013. In discussion about Leadership goals in 2013 the one common theme that keeps coming back is what are we aiming for? In the past our team created a vision that we were all aligned with and this was our map for 2012. It is interesting that as we move from year to year that we feel the need to create something new and different. This can be the case if we need to adjust for poor performance or market conditions. In goal and performance planning leaders need to set the clear vision on where the team or company is heading and the “why” behind what you are doing.

Developing leadership goals in 2013 can be a wholesale change from what you had in 2012 provided there is a dramatic shift in your business or customers. In most cases a vision should live longer than a year and if you are constantly shifting the vision people will not get behind the plan of the year. As I was doing my planning for 2013 I came across this great article in Forbes where they talk about Change vision vs Corporate vision. Here is a an excerpt:

A great change vision is something that is easy for people to understand. It can be written usually in a half page, communicated in 60 seconds, is both intellectually solid but has emotional appeal, and it’s something that can be understood by the broad range of people that are ultimately going to have to change—and that could be a secretary or an executive, it could be somebody from Germany or from the United States. Which makes it easy to communicate and to communicate it in a way that people will “get it,” if you will, and will, if you do it right, buy into it.

That is not necessarily the same thing as kind of a generic corporate vision. A generic corporate vision is where you think you need to look like out there on some fundamental dimensions to make you prosper. It’s not about one specific large-scale change, it’s about the future. And often, not always, that picture is about timeless values or principles, timeless behavior that makes organizations succeed. Increasingly, for example, one dimension of that timeless behavior is the embracing of change itself. Read more at Forbes….

 

Before you ask your teams to start putting their business plans for 2013 and their individual leadership goals look create that “Change Vision” so that people can see and visualize what the results will look like when they have realized their goals and those of the company.

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Recommended Leadership Book: ( I have this book and use it constantly with my team)

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Short term goals examples

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Image representing GoalsOnTrack as depicted in...

Image via CrunchBase

We all want to achieve success and setting goals is the one proven way to help us do that. I have been reading about using short term goals examples and then simply putting those down on paper and sticking to them. I was reading an interesting blog from the makers of Unstuck which is a great ipad app. They talk about being an Avoider. This is different than what you would you normally think about when putting things off. You know what needs to be done and avoiding this delay tactics can help us set and achieve SMART goals and put you in a better place. There are so many tools that are out there and I do use Unstuck on my iPad and would highly recommend this for anyone looking to get that extra boost you need. We also recommend GoalsOnTrack as a great online solution to help plan and track your goals.

  • Waiting for perfect. Telling yourself you need the right amount of time, physical space, equipment, you name it—and then waiting for the magic ingredients to appear.
  • No strain, no gain. You work best under pressure, right? Not really, but it may be the only way you’re used to getting things done.
  • Productive procrastination. Taking care of all those other things you’ve put off in favor of what you need to get done.
  • Second guessing. If we continually question a decision, we act like a Waffler and can’t move forward.

More information at Unstuck.com

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professional leadership goals examples

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leadership goals examplesDevelop leadership goals examples for 2013

We are constantly looking for leadership goals examples that we can use with our team and share with our readers. What I have started to do this year is to have my team develop measurable leadership goals examples that they can use to help impact the business along with develop their own personal leadership goals. The key is to establish short term leadership goals examples that your team has a hand in developing and give them each specific takeaways that they can own and develop with their peers. I have included a great infographic on leadership qualities that you can share with your teams on developing leaders at all levels. They list 8 leadership qualities that can help you do a self check on how you are leading your team and share with your teams on their own development.
Personal Leadership Goals Examples
The following can be a building block to help get you started developing your leadership objectives:
1. How can I increase my influence and lead others
2. What specific skill sets or knowldge do I or my team need in order to achieve our business results
3. What Specific strategies can we develop to accomplish your goals
4. Find and expand allies and mentors to increase your growth. Put this down in writing and set a date to reach out to someone who you know can help strengthen your skills
5. What Resources are needed (e.g. resources such as time,money,books, training (internal/external))

writing leadership goals :

  •  Be clear on what you are trying to cause
  • Set a time line on what and how you will develop your leadership goals
  • Share your leadership examples with your team to create accountability
  • Align your leadership goals examples with your company or team vision statement

 I found some great writings around leadership credo to help you get motivated and stay focused on the 2-3 key priorities as you continue to develop your business plan and your team.

I will inspire through example

Leadership is defined by action. As a leader you must take fee and do what is best for you and for those colse to you. Leadership is not about what you can gain personally as much as it is how permissible leadership can advantage others. Always be aware of the impression you make when you take action.

I will take Always initiative rather than wait for an opportunity

A leader should act first to seize opportunities. Always think about the hereafter and what you can do right now to make it better. While others wait, leaders are Always seeing for opportunities. Set a proactive example for everybody else.

I will act with integrity

Good leaders are proud of what they believe in and stand up for their values. They will not pretend to be different from their true self in order to impress others. Work out what you value most and be proud of it.

I will Always favor optimism to pessimism

A great leader must see the opportunities that are ready even in times of crisis. When habitancy are worried they will be seeing to you for inspiration. You must see the glass as half full to get the best out of yourself and the habitancy you lead. This might be the most prominent example of these goals for leadership.

I will originate a 5 year plan

As a leader you should be trying to shape your own hereafter and recognize inherent problems/opportunities before they occur. Having a plan that you effect can add to your trust and leadership ability. Goal setting is mandatory…More at Examples of Goals for Leadership

Leadership Qualities
CMOE

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Finding Security Online

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I have my concerns about online security and I don’t do a lot of banking moves on the internet. It seems that everyday we come up with a new way to make our online environment more secure and the hackers come up with new ways to break the codes for the new ideas. Its a never ending process and hopefully the guys in the security business can continue to stay ahead in this environment. I work with some online payment processors like E-Gold, Pay Pal or Alert Pay, but I have found them to be very safe too. They haven’t given me a reason not to trust them yet. I don’t keep large sums of money in no place really. So a hacker going into one of my accounts would be lucky to buy their selves a dinner at a fancy restaurant. I guess you have to have a lot of money before you can lose a lot of money. Companies like http://heylooksecurity.com have security solutions to help your home or business. So I really don’t have much to worry about, since I am someone that just lives paycheck to paycheck.

It still amazes me to see some of the stories on the news about people and how they lost all their information to this website or this person. I think most people are aware of the dangers online and giving out too much information to any one person. I find myself around the people that are probably overly safe when it comes to online security. I guess its better to be too safe than not safe enough. Just be careful of what you do or say online and you should be able to have an enjoyable experience online in a safe manner!

smart goals examples for managers

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SMART Goals examples for Managers

 

SMART Goals ExamplesIn my quest for leadership development I have been seeking resources and ideas on the best SMART Goals Examples for Managers. I have found that setting smaller goals in smaller increments help you to achieve your larger goal. The problem I see with most goal setting is that people create very high stretch goals and when they start to lose ground they become demotivated and lose the motivations that started the goal setting process. It is estimated that 90% of people never complete the goals that they set out to achieve. I came across a simple and effective layout of SMART goals examples and wanted to share from the source below.

How many times have you not achieved something because you got distracted by something else? When I was a kid I tried learning the recorder, but after a couple of weeks I took to the guitar. As an adult, many people don’t achieve what they set out for simply because there are distractions on the journey. Sometimes the journey is just too darn difficult and other times people don’t know when they should reach the goal or objective. The fact is achieving anything requires focus! And, focus is what SMART objectives are for.

Take for example the case of a usability manager who would like to see an improvement in the time taken and number of steps it takes to place an order on an ecommerce site. The manager might phrase the objective:

Understand the purchase process

Looking carefully at the above objective and you’ll notice some problems in the phrasing of the objective. The problems that come to mind are:

  • S: How will the manager know what to do? The verb understand is not really specific!
  • M: How will the manager measure the progress towards achieving this objective? The objective does not have any measurable item.
  • A: Is it an achievable objective? If it isn’t, then de-motivation creeps in.
  • R: Is it a realistic objective? For example, if the manager does not have the skills or resources, the objective may not be achievable. In the example above, as there is no timeline associated, the objective is vague. Also, the manager may not have the supported resources.
  • T: By when should the objective be met? Time-line is critical. Humans work towards goals based on some pressure applied by the time of completion. Hence, objectives should be time-bound.

The objective mentioned above can be rephrased to…More at Samples of SMART Objectives for Managers and Their Teams

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But, SMART criteria are also useful in developing job-related objectives and personal goals. We will focus on a project in this article. In order to work with an example, let me disclose that I would love to publish a fabulous ……More at Tips for How to Write SMART Objectives

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Keeping your documents in compliance

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For many businesses today protecting their assets and intellectual property is one of the key priorities to help safeguard patents, marketing strategies, and employee records. While most documents that are created originate from digital documents there are still millions of hard copy documents that must be archived for various legal and company reasons. That is why there are companies that are dedicated to the sole purpose of document scanning and helping businesses take their hard copy valuable documents and make sure that they can be stored and indexed with accuracy. Many of these organizations look to programs from Adobe to help edit PDF files and then provide security to those documents from a sharing and archive standpoint.
Using a secure document sharing and storage program can help companies comply with laws like Sarbanes -Oxley that require businesses to keep accurate records managements. They can help small to medium sized businesses with their record retention requirements and setup electronic documents that can be indexed and stored. Many organization will attempt to bring this task in house but once they begin collecting and trying to store the documents they realize what a huge undertaking this can be and the amount of resources that this can tie up. The fact that keeping accurate records is not only a federal mandate, but also is generally required by most states. With http://www.yysecurity.co.uk/young-and-young/services/locks/emergency-24-hour-locksmiths-richmond-tw9-tw10.html you are able to see your options on security for home and business.And with the passage of some of the recent health care laws having electronic medical records up and running in clinics appears to be a mandate that will need to be in place by the end of the year. So the medical profession with all those patient charts which are still in hard copy and not accessible digitally could face a huge challenge to get into compliance.

Designing Problem-Driven Instruction with Online Social Media

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Designing Problem-Driven Instruction with Online Social Media
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Designing Problem-Driven Instruction with Online Social Media has the capacity to transform an educator’s teaching style by presenting innovative ways to empower problem-based instruction with online social media. Knowing that not all instructors are comfortable in this area, this book provides clear, systematic design approaches for instructors who may be hesitant to explore unchartered waters and offers practical examples of how successful implementations can happen. Furthermore, it is a reference for instructors who need to solve issues that occur when developing a class utilizing problem-driven instruction with online social media. With the recent exponential growth of Twitter and Facebook, the….

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Make Money Online – 67 Real Companies That Pay You To Work In Your Pajamas

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Make Money Online - 97 Real Companies That Pay You To Work In Your Pajamas
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*** This book has been updated and expanded with new companies and current job opportunities.***Live and Work on YOUR ScheduleWouldn’t it be nice to set your own schedule? Do you work better in the evenings or after your kids go to bed? There are many companies listed in this book that will accommodate that schedule because their customers are international. The work-from-home workforce is global and can accommodate your lifestyle and family life far better than any 9-5 job.Make Money Online – 97 Real Companies That Pay You To Work In Your Pajamas is a treasure trove of resources for….

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