Creating Achievable Career Goals

In this issue, we explore the art of creating achievable career goals and why Using the SMARTEST framework
and structuring them in 30-, 60-, 90-, and 1-3-year increments is the key to seeing tangible results.

Setting structured goals is a crucial step in career development. Goals provide direction, motivate us to take action and serve as benchmarks for progress. However, not all goals are created equal. The SMARTEST framework—Specific, Measurable, Achievable, Relevant, Time-bound, Evaluate, Stretch, Transformational—is widely recognized for its effectiveness in goal setting since it basis is the SMART system of goal-setting. However, SMARTEST has the added depth of evaluation, challenge and transformative impact.

Let’s review the SMARTEST goal-setting model:

• Specific: Clearly define what you want to accomplish. Specific goals answer the questions: Who? What? Where? When? and Why?

• Measurable: Ensure that your goal is quantifiable, so you can track your progress and know when the goal has been achieved.

• Achievable: Set goals that are realistic and attainable, considering your current resources, skills, and time frame.

• Relevant: Your goal should be relevant to your broader objectives and aligned with your values and long-term plans.

• Time-bound: Establish a clear timeline or deadline for achieving the goal. This adds urgency and helps maintain focus.

• Evaluate: Regularly assess your progress towards the goal. Evaluation allows you to see what's working, what isn't, and where you might need to make adjustments.

• Stretch: Your goal should push you beyond your comfort zone and require growth. Stretch goals challenge you to go beyond what you initially thought possible, fostering innovation and personal development.

• Transformational: Ensure that your goal leads to significant, lasting change. Transformational goals are those that not only achieve a specific outcome but also create a positive shift in your life, career, or organization.

Goals should meet the framework of the SMARTEST goal-setting model because it ensures that the goals are not only well-defined and achievable but also dynamic and transformative. This model helps professionals create goals that are clear, trackable, and aligned with long-term success. The inclusion of regular evaluation and revision ensures that goals remain relevant and adaptable to changing circumstances, while stretching and transformational elements encourage growth beyond comfort zones, leading to significant, lasting impacts. This approach maximizes the potential for success by ensuring that every aspect of goal-setting is considered and optimized.

Incorporating 30-, 60-, 90-, and 1-3-year increments into your goal-setting strategy can lead to significant and sustainable career development. These timeframes provide a balanced approach, combining the immediacy of short-term goals with the vision of long-term aspirations. By grounding your goals in theoretical principles, empirical research, and biblical wisdom, you can embark on a transformative career journey with confidence and clarity.

30 Days: The first 30 days are ideal for short-term, actionable goals. According to habit formation theory, it takes approximately 21 days to form a habit (Lally et al., 2010). A 30-day period allows you to solidify new behaviors and make them part of your routine. Achieving small wins within this timeframe boosts confidence and sets a positive tone for further progress. Proverbs 21:5 (NIV) states, "The plans of the diligent lead to profit as surely as haste leads to poverty," underscoring the importance of careful planning and diligent effort over time.

60 Days: The 60-day mark provides enough time to see the impact of newly adopted habits and strategies. It allows for adjustment and refinement based on initial feedback. Research indicates that the second month is when the novelty of new goals wears off, making it a critical period for reinforcing commitment (Prochaska et al., 1992).

90 Days: A 90-day period is effective for medium-term goals. This timeframe is long enough to make substantial progress yet short enough to maintain focus and urgency. In a survey by the American Society of Training and Development (ASTD), 60% of respondents found 90-day goals most effective for tracking progress and making adjustments (ASTD, 2013). The Temporal Motivation Theory (TMT) suggests that the perceived value of a goal increases as the deadline approaches, making shorter increments like 30, 60, and 90 days highly motivating (Steel & König, 2006).

1-3 Years: Long-term goals spanning 1-3 years are essential for significant career advancements. They provide a broader vision and purpose, helping to align short-term efforts with long-term aspirations. According to Locke and Latham's Goal-Setting Theory, long-term goals are crucial for sustained motivation and performance (Locke & Latham, 2002). A study by the Dominican University of California found that people who write down their goals and share them with a friend are 33% more successful in achieving them compared to those who don't (Matthews, 2015).

References

• Lally, P., van Jaarsveld, C. H., Potts, H. W., & Wardle, J. (2010). How are habits formed: Modelling habit formation in the real world. European Journal of Social Psychology, 40(6), 998-1009.

• Prochaska, J. O., DiClemente, C. C., & Norcross, J. C. (1992). In search of how people change: Applications to addictive behaviors. American Psychologist, 47(9), 1102.

• ASTD (2013). American Society of Training and Development survey on goal setting.

• Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705-717.

• Steel, P., & König, C. J. (2006). Integrating theories of motivation. Academy of Management Review, 31(4), 889-913.

• Matthews, G. (2015). Goal achievement study: Dominican University of California.