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SMART Goal Setting in Middle and High School

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SMART Goal Setting in Middle and High School

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SMART Goal Setting in Middle School, High School and Beyond

February 01, 2022

Why Set Goals?

What is the SMART Framework?

The SMART framework was first developed in 1981 by George T. Doran as a tool for managers to use in setting goals and objectives. Its continued popularity stems from its simplicity and its effectiveness. The acronym S.M.A.R.T. establishes the criteria that makes for a good goal:

S - SPECIFIC. A good goal states precisely what a student hopes to accomplish. It addresses questions of who, what, when, and where. When a goal is specific, a student is able to determine precisely when they have achieved it.

M - MEASURABLE. This is especially important for students, who benefit from progress check-ins. Measurable goals empower students to monitor (and celebrate!) their progress, determine whether they are likely to actually achieve their goal, and adjust their strategy accordingly.

A - ATTAINABLE. It is important that students experience success as they are first learning to set goals so that the process feels manageable and worthwhile. To ensure that a goal is attainable, a student should be able to specify how they will achieve the goal.

R - RELEVANT. When a student is setting goals, it is important to consider whether the goal is actually worth achieving for this particular student. Does the goal seek to address the challenges that the student is facing? Is the goal aligned with the student's ambitions? If the answer is no, then this goal may become a distraction rather than an opportunity .

T - TIME-BOUND. When students establish a timeframe for a goal, they create a sense of urgency that, when well-managed, makes it more likely that a student will actually achieve their goal. A timeframe for completion can often be shifted if the situation requires, but a goal without a timeline is just a dream.

Where do I start?

One of the biggest challenges students can face when setting goals is that they set goals that are broad and ambitious: "I want to do better in school, I will be a better basketball player this season, I am going to do really well on the SAT." These are laudable aspirations, and we can set SMART goals that help us achieve them, but we need to start smaller.

Let's start with the common ambition: "I want to do better in school."

First, let's be SPECIFIC. Which classes do you want to improve in the most? What would improvement look like? With these questions, we can shift from "I want to do better in school" to "I want to get better grades in English and Math". Progress.

Next, let's make sure our goal is MEASURABLE. What does 'better' mean? When we think about measurable goals, we're really talking about numbers or other quantifiable targets. Now "I want to get better grades in English and Math" becomes "I want to get at least a B+ in English and a B in Math". We're getting closer.

Lastly, we need to ensure that our goals are TIME-BOUND. This often comes easily for school-related goals that may be tied to test dates or semester schedules. With this in mind, our final draft of our goal states that "I will get at least a B+ in English and a B in Math this semester by completing all of my homework on time, studying for all of my tests, and going to the teacher's extra help sessions".

I have a SMART Goal. What now?

It's time to get to work! If you have followed the framework, you should have a clear sense of what you need to do to achieve your goal. However, it is important to build in checkpoints along the way. If your goal is time-bound by the end of the semester, decide ahead of time when to check in on your progress and schedule these check-ins in advance. At each check-in, ask yourself if you are on-track to achieve your goal. If the answer is 'yes', terrific - keep going! If the answer is 'no', ask yourself a few follow-up questions:

Am I on track to come close, or is this goal no longer achievable?

Does this goal measure the right thing?

Am I off track because my strategy isn't working, or am I off track because I am not sticking to my strategy?

Did I choose an appropriate time frame?

Is this the right goal for me?

SMART Tips for Middle School Students

Middle school is the perfect time to start practicing goal-setting. The stakes are low, which provides fertile ground for experimentation. Here are a few tips for setting SMART goals in middle school:

Think short-term. Don't start with goals that have weeks or months-long time horizons. Try setting goals around specific projects or assignments. This allows for quick feedback that is especially helpful for younger students who are still developing the ability to think ahead.

Use SMART goals for organization. What goals might a student have relating to using their assignment notebook, keeping their binders in order, or preparing for the school day?

Start with easy goals. A student is more likely to use SMART goals in the long-term if they see the benefits early on. Start with some easy wins.

SMART Tips for High School Students

High school students are starting to wrestle with complexity, and they are also developing the ability to think further in the future. Here are some suggestions for setting SMART goals in high school:

S tart thinking about semester grades and long-term projects. Consider setting SMART goals before the year begins to practice long-term planning. This is a great way to start thinking about what specific steps a student needs to take in order to be successful.

Establish a rhythm with SMART goals. Revisit your goals with each progress report, and set new goals with each report card. Once goal-setting becomes a habit, it's a tool you can use for life.

Relevance becomes increasingly important. As students begin to think about where they want to go to college and/or what career they wish to pursue, the question of relevance can spur important conversations and help a student to think about their longer-term aspirations.

It is time to be more ambitious. If a student is easily achieving all of their goals, consider setting some 'reach' goals that aim to help a student push beyond their comfort zone.

Think beyond the classroom! How do SMART goals apply to extracurricular activities or summer plans?

SMART Tips for College Students

The assignments that college students encounter are more sophisticated and require more autonomy than those they faced in high school. Here are a few tips for setting SMART goals in college:

Use SMART goals to organize big projects or assignments. Rather than thinking really big picture about a whole semester, use the SMART framework to break complex tasks into manageable chunks.

Set career-oriented SMART goals. Is there a fellowship you want to apply for, a publication you want to be published in, or an internship you're hoping to land? Use the SMART framework to think strategically about bringing your aspirations to life.

Use SMART goals for collaboration. Group projects can be frustrating, especially when group members have different expectations or aren't on the same page. Use SMART goals at the beginning of a group project to ensure that you're aligned in your vision and working towards a common goal.

In Conclusion

The SMART goals framework is an extremely effective tool for both students and adults. However, each person is unique, and so are their goals. After you've completed your first few goals using the SMART system, consider what parts of the process work well for you and what you would want to do differently in the future. A good system for setting goals will evolve and grow with you and your ambitions.

Thank you for reading this week's blog post about SMART goal-setting. To learn more about goal-setting, watch our latest YouTube video here and connect with us on social media @opendoored.

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SMART Goal Setting in Middle School, High School and Beyond

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February 01, 2022 The SMART framework was first developed in 1981 by George T. Doran as a tool for managers to use in setting goals and objectives. Its continued popularity stems from its simplicity and its effectiveness. The acronym S.M.A.R.T. establishes the criteria that makes for a good goal: S - SPECIFIC.

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🎧What People Get Wrong about Smart Goals

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🎧What People Get Wrong about Smart Goals

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On this episode of The Insightful Leader, we hear how leaders can help their teams-and themselves-turn ambitious goals into reality.

SMART goals. They're the standard bearer for goal setting in corporate America because they push managers and employees to keep their aspirations specific, measurable, achievable, realistic and timely-all guideposts that make achievement more likely.

"Turns out those are the ingredients, but the recipe is not complete. It's just incomplete," says Craig Wortmann, a clinical professor of marketing at Kellogg and executive director of the Kellogg Sales Institute.

Wortmann says there are three things that people forget to consider when setting goals: tools, support, and a "stop" button.

In this episode of The Insightful Leader, we hear from Wortmann about how to strategize for success.

Podcast Transcript

Laura PAVIN: Hey, it's Laura. How many of you set New Year's resolutions in January? I know I did. I was going to drink more water and make sure I read for at least an hour a day. Now it's April...and, well...I've fallen a bit short. And here's the thing, I'm not alone. In fact, I'm in the majority.

Craig WORTMANN: What we know is from research into New Year's resolutions and just any goals that get set, very few-less than 10% of people-come even close to reaching their goals.

PAVIN: That's Craig Wortmann, a clinical professor of marketing, with decades of experience as a sales person, CEO and entrepreneur.

WORTMANN: So, there's the problem statement: it's that this is weirdly hard to do.

PAVIN: It's weird because despite us often falling short on goals, we also know that goals are essential to success in our day-to-day lives. And they're essential to strong leadership, too.

WORTMANN: If you walk up to any executives, directors and say 'is one of your roles as a leader to help people set goals?' They're going to look at you and say, 'of course it is.'

[music IN]

WORTMANN: This is a big problem, and it's a problem that is sneaky and a little deceptive because people tend-myself included-to treat it like it's just kind of obvious. You set a goal and then you work towards the goal. And...it's anything but obvious.

PAVIN: Welcome to the Insightful Leader, I'm Laura Pavin. In this episode, Wortmann takes us beyond the conventional knowledge around achieving our goals...and reveals some new and surprising tips that can help set ourselves and teams up for success around that...because there are important things that people - well, A LOT of people - often miss...that's next.

[music OUT]

PAVIN: If you work in an office - or not, honestly - you've probably heard of SMART goals.

WORTMANN: So SMART goals: SMART stands for specific, measurable, actionable, realistic, and timebound.

PAVIN: Whether your company uses this particular framework or not, it's pretty straightforward why you should avoid setting goals that are vague, unachievable, or that drag on forever without end.

[music IN]

PAVIN: But Wortmann thinks that popular frameworks like this leave some important elements out.

WORTMANN: Turns out those are the ingredients, but the recipe is not complete. It's just incomplete.

PAVIN: He knows this because...he works with people on this very issue all the time. Wortmann's the founder of the Kellogg Sales Institute, where he helps leaders develop NOT just the knowledge, but the critical skills AND disciplines they need to grow themselves and their organizations. He's spent his career building up sales people and helping them set very ambitious goals.

And he has noticed that there are three things that people forget to consider when setting goals...and those are tools, support and...a stop button.

Let's use a real-world example to understand this better.

[music OUT]

A couple months ago, Wortmann met this executive who told him that he wanted to become a better storyteller.

WORTMANN: So I said to the person, 'that's fantastic. What would it mean to be a great storyteller?' And he said, 'well, I serve a lot of really important clients and very senior people. And I would love to be in a room with them where I sort of stop them in their tracks with a story. Like they go, 'wow.'' And I said, 'okay, so you're looking for the wow factor.' And he said, 'yeah.' And I said, 'that's a tangible outcome. Like that's something we can actually measure.'

PAVIN: This is a promising start...but just a start. So Wortmann probes him further.

WORTMANN: So go one level deeper, get a little bit more specific. And he said, 'well, I need to acquire 5 or 10 really powerful stories that will apply to my clients.' And I said, 'okay, so now we're specific, where you're going to be a better storyteller over what period of time.' He said, 'I'd like to do this over the next quarter.' So I said, 'okay, three months.'

PAVIN: Are you hearing what I'm hearing? This would probably pass muster with most popular frameworks. But Wortmann isn't done. He asks something else.

WORTMANN: Then I said, where are you going to acquire them?

[music IN]

PAVIN: As in, how is this executive going to find or think up these stories? Where will they come from?

This "how" question, Wortmann says, is often missing from conversations about skill acquisition. To maximize their likelihood of success, goal-setters should consider what TOOLS they will need: these are the tangible things that will enable them to achieve their goals. For this executive, maybe this would mean classes to really break down the nuts and bolts of effective storytelling. For another goal, like developing stronger data analytics skills, this might mean software or online coursework.

Many times, one of the simplest tools of all is the one that's needed most...our calendar. Wortmann is too often surprised that senior people resist putting time blocks in their calendars to work towards their specific goals. And without that simple tool...blocking time to practice and get coaching...they are putting a hurdle in front of that goal before they even start.

WORTMANN: Those are tools.

[music OUT]

PAVIN: And then there's support. Think of support as coaching, which...of course...a manager can do. But...

WORTMANN: That's not enough, actually. Turns out, you shouldn't just have one coach. You should have multiple coaches.

PAVIN: And that's because...a manager might not be very good at telling stories either, for example. And even if they are, other coaches can provide different perspectives...and it just distributes the workload across multiple people.

[music IN]

PAVIN: You may even consider having coaches in your life-like family members-who do nothing but hold you accountable for working toward your goal.

So, when Wortmann asked how the executive was going to acquire these stories, he was pleased to hear...this.

WORTMANN: He said, 'there's this woman in the company that's like, I don't know how she does it. Every time she's in a room, she just tells these amazing stories.

PAVIN: Bingo. Sounds like an ideal coach. And more than that...

WORTMANN: And I said, 'well, it sounds simultaneously like she can help you build some tools...a tool is you actually have to acquire the stories....so she can help you acquire the stories and she can help coach you.' And he said, 'yeah.'

PAVIN: Now they've figured out a coach for this executive, who can also provide some of the tools he needs to become a better storyteller...maybe she can guide him to classes he can take...books he can read..or experiences he needs to tell great stories.

[music OUT]

PAVIN: But Wortmann isn't done. You see...he keeps asking questions...and they decide the executive is going to meet with his coach to practice stories...

WORTMANN: I said, 'great. How long will that take?'

PAVIN: The executive estimates it'll be about a half hour.

WORTMANN: I said, 'okay, great. Are you going to practice those before you get to her?'

PAVIN: The executive says "yes"....and they add up that time. And then they add into that all the time he'll need to practice with his boss - because, remember, multiple coaches.

WORTMANN: And I said, 'fantastic. We've just figured out.' And I repeated it all. And I said, 'and it's about 90 minutes to two hours a week. What are you going to stop doing?'

[music IN]

PAVIN: This brings us to the "stop button" I teased a bit ago.

WORTMANN: Stop... may strike you as weird. It's like, wait a minute. What do you mean by stop?

PAVIN: It definitely struck this executive as weird. What is he going to STOP doing?? So he thinks for a moment and then says...well nothing. To which Wortmann responds...

WORTMANN: 'Then don't bother.' And he was a little put off, and he was lovely, but he was like, 'wait, what?' And I said, 'don't bother because you don't get two free hours. You don't get two more hours a week than I do.'

PAVIN: Here's the thing...a lot of people who set goals are already ambitious people with a lot already on their plate. Everything that currently fills their day feels essential. So they just try to just cram one more thing in, which is a recipe for failure.

WORTMANN: We all have the same time. It's a question of priority, which is where back to support the coaching structure comes in. You have to have people holding you accountable, stop doing this, start doing this. If you really want to make a goal. It's great that you want to increase your sales by 20%. What are you going to stop doing in order to achieve that?

[music OUT]

PAVIN: So the executive hears that feedback, sits with it for a minute, and comes back with this.

WORTMANN: He goes...'you know what I do? it's a really bad habit.' And I said, 'what is it?' He said, 'when I'm getting ready for a client pitch, I spend hours and hours on the decks. And I just mess around with the slides.' He said, 'I probably do that like four hours a week.' I said, 'can you cut it in half?' He said, 'yeah.' I said, 'you just found your two hours. You're going to be an amazing storyteller in three months.'

[music IN]

PAVIN: This is what is so powerful about Stop. It makes you slow down and reflect on how you spend your time. More likely than not, if you really do care about achieving a goal, you'll be able to find time in your day that is a lower priority than your goal. You can't just manufacture more time, but you can reprioritize to make the goals the things you spend time on.

The man Wortmann was talking about, by the way, is currently still working on achieving his goal of being a better storyteller...if you were looking for closure on that. But Wortmann has full confidence he's going to be a rockstar storyteller very soon.

[music OUT]

PAVIN: So if you, or your employee, have a measurable goal, the tools and support to tackle it, and a plan to stop doing something else in order to make time for that goal, it's a lot more likely to be met.

And guess what? Even if you fall short, the process of trying to obtain the goal...does something incredibly valuable

WORTMANN: I'll be very provocative with this.

[music IN]

WORTMANN: Don't worry about the outcome. Only worry about the process. Think about it. If my goal is to increase my sales. And, and you say to me...what's your timeline? And I say, three months, what matters more? Me sitting and thinking about the outcome or me doing something that will get me to that outcome at two o'clock this afternoon?

PAVIN: It's the discipline you get when you're working towards acquiring a new discipline...that can translate to so many other aspects of your life.

Wortmann says if we help our employees AND ourselves get better at honing this process...we might just end up being...unstoppable.

[credits]

PAVIN: This episode of The Insightful Leader was produced by Jessica Love, Emily Stone, Fred Schmalz, Maja Kos, Blake GOH-bull and Laura Pavin. It was written and mixed by Andrew Meriwether, and edited by Laura Pavin and Jessica Love. Special thanks to Craig Wortmann. As a reminder, you can find us on iTunes, Google Play, Spotify, or our website. If you like this show, please leave us a review or rating. That helps new listeners find us. And visit us at insight.kellogg.northwestern.edu. We'll be back in a couple weeks with another episode of The Insightful Leader.

[music OUT]

Clinical Professor of Marketing, Founder and Academic Director of the Kellogg Sales Institute

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Podcast: What People Get Wrong about Setting Goals

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On this episode of The Insightful Leader, we hear how leaders can help their teams-and themselves-turn ambitious goals into reality. SMART goals. They're the standard bearer for goal setting in corporate America because they push managers and employees to keep their aspirations specific, measurable, achievable, realistic and timely-all guideposts that make achievement more likely.

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Setting Goals For School — Educational Goals

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Copy of I can make a SMART Goal Student Worksheet

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How a student changed her study habits by setting goals and managing time | Yana Savitsky | TEDxLFHS

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Goal setting is an important aspect of preparing to be successful, both academically and professionally. College students may use goals to help keep themselves on track and meet deadlines. In the workplace, you will often be asked to set formal goals as part of your performance review.

Why is setting goals so important? A study from the Dominican University of California showed that writing down your goals can make you more likely to achieve them:

76% of participants who were asked to write down their goals and share weekly progress with friends ended up achieving their goals over a 4-week period.

Only 43% of participants who did not write down their goals ended up achieving them.

The SMART acronym is a commonly used guideline for goal setting. In this guide, we'll explain what SMART goals are, and provide tips and examples for college students looking to develop their own SMART goals.

What Are SMART Goals?

SMART stands for specific, measurable, achievable, relevant, and time-bound. These criteria can be used to guide your goal setting.

Specific: Adding specificity to your goal makes it easier to achieve. Detail what you want to accomplish, when you would like to accomplish it, and what actions you will need to take to meet the goal.

Measurable: Your goal should be something that is able to be tracked. If your goal is too vague, it can be difficult to assess how close you are to achieving it.

Attainable: College students have a lot on their plate. Make sure your goal is something you can realistically accomplish within the given time frame.

Relevant: SMART goals for students should relate back to academic or professional growth. When creating a new goal, ask yourself how this accomplishment could benefit your academic performance or set you up for success in your desired career.

Time-bound: It's easier to stick with a goal when it has a specific deadline associated with it. Determine when you would like to meet your goal by, and consider setting target dates for each step involved in meeting the goal.

>> Read: 4 Goal Setting Strategies and Resources to Get You Motivated for the New Year
Examples of SMART Goals for College Students
>> Read: Time Management Tips for Busy College Students
Students can use SMART goals to keep themselves motivated while pursuing their degree. Goals may relate to specific coursework, career planning, or even health and wellness. Below are a few examples of SMART goals for college students. Each of them includes specific deadlines and actionable next steps.

How to Measure Your Progress Toward SMART Goals

According to the American Psychological Association (APA), monitoring your progress can increase your chances of meeting your goals. Here are some of our top tips for college students looking to track their SMART goals.

1. Share Your Goal With Others

Many people find that they are more motivated to achieve their goals when they have a support system in place. After setting your goal, find a trusted person who can hold you accountable. This might be a friend, family member, classmate, or coworker. In return for providing support, you can offer to help them track progress for any of their own goals.

2. Set Check-In Reminders

Frequently checking in with your progress ensures that your goal remains top of mind. Consider adding check-in reminders to your calendar for the duration of your goal, keeping in mind that the time frame of your goal will affect how often you want to check in. For example, progress on a semester-long goal may only need to be measured once a month, but if your goal is something you want to achieve more quickly, you may want to check in weekly or even multiple times per week.

3. Put It Into Writing

Monitoring your goal is particularly effective when you physically record your progress. Each time you check in with your goal, write down the progress you've made and outline the next steps you need to take. You can send these updates to a trusted friend or even share your progress on social media. Either way, putting your progress into writing can help make sure you follow through on your goal.

4. Adjust Deadlines as Needed

As you make progress toward your goal, you may find that you need more time than you originally thought. If the original date you set no longer seems achievable, don't be afraid to adjust your goal as needed. You may also consider breaking up the goal into smaller, more manageable steps, each with their own deadline. Pushing your completion date out by a few weeks or months is better than getting overwhelmed and giving up on the goal altogether.

Achieve Your Goals With Purdue Global

Since SMART goals are so commonly used by employers, it's a good idea for college students to become comfortable with setting and tracking these types of goals. Whether you're looking to improve your grades or explore potential career paths, SMART goals can help you get there.

For help meeting your academic goals, be sure to take advantage of any support that may be offered by your school. For example, Purdue Global offers online Academic Success Centers focused on writing, math, technology, and more. In addition, our Center for Career Advancement can assist with creating measurable and attainable career goals.

We offer more than 175 online programs for students looking to enter a new field or advance within their current career. Request more information today to learn more.

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The Student's Guide to SMART Goals | Purdue Global

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Goal setting is an important aspect of preparing to be successful, both academically and professionally. College students may use goals to help keep themselves on track and meet deadlines. In the workplace, you will often be asked to set formal goals as part of your performance review. Why is setting goals so important?

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LearnStorm Growth Mindset: How to write a SMART goal