The SMART model of setting goals and how they can be useful in a mentoring relationship

1. LIMITLESS POTENTIAL | LIMITLESS OPPORTUNITIES | LIMITLESS IMPACTLIMITLESS POTENTIAL | LIMITLESS OPPORTUNITIES | LIMITLESS IMPACTLIMITLESS POTENTIAL | LIMITLESS OPPORTUNITIES | LIMITLESS IMPACTCopyright Universityof Reading
GOAL SETTING MODEL - SMART
Career Mentoring Team
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Careers

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WHY SET GOALS?
• You may feel that goal setting is something that you do not need to do to
make your time on the scheme a success.
• Whilst how you set your goals is up to you, we strongly recommend that
you use some form of goal setting and recognition to monitor your
growth throughout the scheme.
• Your mentor will be facilitating your goal setting but initially we expect
that you will be able to take some ideas to them and develop on these as
time goes on.
• Setting a goal makes you MUCH more likely to go out and achieve it as
formalising the process holds you accountable. 2

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A REVIEW OF ‘SMART’ GOALS
• SPECIFIC
• MEASURABLE
• ACTION-ORIENTED
• REALISTIC
• TIME-BOUND
• These measures are incredibly useful to break down goals and put a
framework into place to support you in taking action independently of
your partnership
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SPECIFIC
• Being specific gives you direction and makes you accountable
• If a goal is ambiguous it can be tempting to hide your lack of progress
behind the lack of clarity in the goal.
• Without measurement, how can you tell if the goal is achieved?
• Starting an action is easier when you set out what you want to achieve
specifically
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MEASURABLE
• Measuring whether a goal has been achieved and how far can do one of
two things:
• It can point out successes, allow you to celebrate and to trigger the
planning of the next goal.
• It can end in a lack of progress and lead to a discussion about whether
the goal was the right one and some reviewing of it, or a discussion
about the barriers that prevented the progress and perhaps a
discussion about development needs.
• When success are achieved make sure you recognise them and reflect
on the positive outcome.
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ACTION ORIENTED
• A goal involving an action that must be taken will make it more effective.
• A goal that involves ‘going and thinking about for a bit…’ may result in
nothing much achieved, but a goal that involves reading about, planning
and presenting your findings back to the mentor may well carry more
weight and is more likely to be achieved:
• Articulate your goal and then define what precisely will you do to achieve
the final goal.
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REALISTIC
• This is a crucial part of objective setting .
• We know that you are busy so make sure you manage what you can
REALLY do.
• Considering time requirements for particular aspects of your goal can be
helpful when assessing if you will be able to achieve them.
• Example: Writing 2 cover letters in 2 hours – realistic or unrealistic? Do
you need more time? Do you have more time to give? If not – what can
you do to readjust your goal?
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TIME-BOUNDED
• Be aware of other commitments: assignments, projects, job applications,
other work, family… etc.
• Using deadlines gives you a structure that will create a shape your goal
setting and review process.
• Give yourself some breathing space within your deadlines – you are
human and allowed some ‘down time’.
• When setting a goal be sure to list out upcoming deadlines to provide
context and ensure the deadline is achievable.
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SMART
• Much of this advice is straightforward, but we know that formalising this
process can feel a little alien.
• Don’t dismiss the process until you have tried it. Many mentees have
made a huge success of their time with the scheme by dedicating time and
effort to their goals in a structured way.
• If SMART doesn’t work for you then take a look at our alternative
resources available in the ‘Resources’ area of this training.
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