Setting targets is a common approach but one that often fails for a number of reasons. Often the targets are not appropriate or where they are, once written, they are never utilised. Setting SMART targets can help with the former (but not with the latter)

SMART stands for

S Specific
M Measurable
A Achievable
R Realistic
T Time-constrained

So essentially SMART targets set out what's going to happen, who's going to do it, when it's going to be done by, and how achievement will be measured. Easy to say - much harder to do in practice and provide meaningful targets.

SMART target setting is an important process. Some points to consider:

• There are some areas where it is much harder to set SMART targets and the rigid adherence to targets can detract from a change process where the focus (along with the targets) may be changing and developing over time.
• Who sets the targets? Ownership is important; setting them from the top down is not likely to lead to acceptance on the ground. On the other hand, if they're set from the ground up then they may not be sufficiently challenging.
• Is there a reward strategy for achieving the targets? If so it is all the more important to make sure that the targets are SMART particularly specific and measurable. Try and put yourself in the place of making a judgement at the end of the set time on whether the targets have been met. Do the targets give you sufficient information to make that judgement? Could they be open to different interpretations?
• Targets require constant monitoring, and revising if necessary, to remain valid and meaningful.