Which Goal-Setting Framework is Right for You?
When it comes to setting goals, two frameworks often come to mind: SMART and REAL. Both approaches aim to create effective and actionable goals, but they do so in different ways. Do you know the difference?
SMART Goals: A Steady Approach
Most of us have heard of SMART goals before. Attributed to Peter Drucker's Management by Objectives (MBO) strategy, the concept of SMART goals has been around since the 50’s, guiding management and personal development for over 7 decades. SMART goals are designed to provide a clear and structured path to achieving objectives, providing motivation and focus you need to be successful.
SMART is an acronym that stands for:
- Specific: clearly defined or identified and focused on one objective
- Measurable: quantifiable, uses data or numbers
- Achievable: realistic, attainable, and possible
- Relevant: linked to the values and needs of the manager and team
- Time-Bound: on a set deadline or time frame
For example, a manager might set a goal to improve feedback within their team by giving three pieces of feedback to each employee daily for six months. This goal is specific (improving feedback), measurable (three pieces daily), achievable (within their role), relevant (aligned with team improvement), and time-bound (six months).
The SMART framework helps individuals and teams focus on clear outcomes and track progress effectively. However, its structure can sometimes feel rigid, and it might not always capture the dynamic nature of real-world challenges.
REAL Goals: A Flexible Alternative
REAL goals, on the other hand, emphasize a more adaptive and holistic approach. While there isn’t a universally accepted acronym like SMART, REAL goals have gained popularity for their emphasis on authenticity and alignment with personal values, something that employees have woven into the workplace in recent years. REAL goals focus on personal and professional development.
REAL is an acronym that stands for:
- Realistic: achievable, grounded in reality.
- Engaging: compelling, motivating, evokes passion
- Actionable: something you can take concrete steps toward achieving
- Linked: connected to broader life objectives or values, alignment with overall purpose
For instance, instead of focusing solely on measurable outcomes, a REAL goal might center on creating a more meaningful and engaging work environment, fostering creativity and innovation without strict targets. This approach allows for more flexibility and can be more motivating, especially in complex or rapidly changing environments.
Key Differences and When to Use Each
The primary difference between SMART and REAL goals lies in their approach to structure and flexibility. SMART goals are ideal when clarity, precision, and measurable outcomes are crucial. They work well in structured environments where specific results are needed within a set timeframe. REAL goals are better suited for situations requiring adaptability, creativity, and personal or organizational alignment. They are particularly useful when the journey and personal growth are as important as the destination.
SMART goals are like building a sturdy bridge across a river—each plank is carefully measured, aligned, and placed to ensure the bridge is strong, reliable, and gets you safely to the other side. REAL goals, on the other hand, are like setting sail on a vast ocean with a map and compass—you have a direction and a destination in mind, but the journey is about exploring new possibilities, catching the wind of inspiration, and discovering uncharted territories.
Both SMART and REAL goals have their place in personal and professional development. Understanding when to apply each can help you set goals that are not only effective but also meaningful and inspiring.
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