It may seem like enough to know that your goal should be specific, measurable, achievable, relevant, and time-bound.
But, there are other factors to consider when making a goal that’s specific to your situation.
Because not only does a goal have to fit with the format, it also has to match your company’s vision and be the right fit for your team.
Let’s say your company’s vision is to be the leading provider of medical care to the poorest communities in the country.
Whatever your specific team goals are, you should be able to align them with that vision.
A team goal that is aligned to that vision might be launching a successful pilot program in a local low-income community.
Goals should also jive with your team.
This means that everyone should be committed to the goal, challenged by it, and be capable of achieving it.
If you don’t yet know what is a realistic challenge for your team, spend more time understanding their work and their strengths.
If it’s not already clear, work with the individuals to figure out their capabilities and goals before creating the group goal.
Keep in mind the timelines of any over arching goals that have already been set.
Perhaps they outline where the company should be in several years, so it seems like you don’t have to worry about that deadline for a while.
But, those deadlines can creep up on you if you ignore them, so make sure to create your short-term goals with the long-term ones in mind.
To help align your team to the team goal, include them in designing it and get them to commit to it.
Try to make the outcome something that is meaningful to them.
Something that will show they have grown and develop their skills.
When your goal is aligned to your company’s vision and your team’s abilities, and your team views your goal as important and challenging, it becomes a more effective guide for their work.
