Setting SMART goals is important for teams to work towards ambitious yet realistic objectives. Goals should be [1] specific, [2] measurable, [3] attainable, [4] relevant, and [5] time-bound. When setting goals, teams should [1] involve all members to create ownership, [2] establish how progress will be tracked, and [3] make goals visible to maintain focus. Progress should be [1] celebrated when met and [2] used to re-evaluate and replan goals that were not attained. Tracking goals over time helps teams evaluate what is and is not working to stay on track.

1. Goal setting
How to set ambitious and realistic goals

2. What’s important to take in consideration when setting
goals for your term?
Make them
known to the
Establish how LC (and create
you & your ownership also
Make them team will work for the
SMART with them members)
Set them
with the
entire team
(creates
Know ownership)
what goals
you need
to set

3. What goals do you need
to set?
• In general, the most important goals that we are
working with are the ones that reflect our ambition
in the 4 programmes: GIP, GCDP, TMP, TLP
For all these programmes we use “RA-MA-RE” to mark each stage of the
program:
o RA – Raised
o MA – Matched
o RE – Realised
• Another goal I think it is CRUCIAL for the reality of
the LCs in AIESEC Norway is HAVING FULL EBs in the
beginning of each term.

4. How will the exchange
goals look like?
July 2012 RA MA RE
GCDP OGX
• You can make something like
this for your entire term ----- ICX
GIP OGX
ICX
• What is very important is to
have a tracking like this for all
the months of your term, so
you and your team can have
a clear picture of what you
have to strive for each step of
the way.

5. Tip – some people use this kind of tracking to showcase
their goals but also their actual realisations. This means
that on each RA-MA-RE you would have the goal and
the actual 
July 2012 RA MA RE
Goal Actual Goal Actual Goal Actual
OGX 4 (I want I managed 2(I want to I managed to 2(I want to I managed to
to raise 4 to raise 5 match 2 match 3 realise 2 realise only 1
EPs) EPs) EPs)
GCDP
ICX
OGX
ICX
GIP

6. How will the talent
management goals look like?
• You can make something similar with the HR plans
we are making for recruitment:
Name Ana Charlotte Ingrid Diana Monica Andrei Ivan
Members 1 2 3 4 5 6 7
Q3 (July - Sept)
TMP - OGX TMP - OGX TMP - ICX TMP - ICX
Q4 (Oct - Dec) TLP - VP TLP - VP
TLP - LCP
Q1 (Jan - March) Finance OGX
TLP - Project TLP - Project TLP - Project TLP - Project
Q2 (April - June) Manager OGX Manager OGX Manager ICX Manager ICX
• ** TLP – team Leader Programme / TMP – Team Member Programme
• What is important to remember here is:
o These goals also have to be set and tracked
o The myaiesec.net platform should be a mirror image of this tracking (you
have to make sure that people are on the right position on the platform)

7. Set them with the team
• Based on the National Ambition (the ambition of AIESEC
Norway) create the local plan. See what is your team’s
ambition and how much your LC will contribute to the
national goals.
• Have all the members of the team when you decide on
each goal. This way people will:
o Be engaged in all areas
o Have ownership over the local plan
o Understand the work each person in the team will have to put in achieving
them
o Be on the same page & have the same information

8. Make all the people in
your team understand
that each of them is
contributing to the LC
goals

9. • The core areas of AIESEC –
EXCHANGE departments (GIP, GCDP,
both incoming and outgoing)
&
Talent Management (TMP, TLP)
HOW?
This means that Finance and
Exchange
Communication are areas that
results through their success
(achievement of their goals)
contribute indirect to the
Talent development of the LC and
management
therefore to the achievement
of the X and TM goals
Communication Finance

10. Make
them…
SMART

11. Specific
• This means the goal is clear and unambiguous
• A specific goal will usually answer the five "W"
questions:
o What: What do I want to accomplish?
o Why: Specific reasons, purpose or benefits of accomplishing the goal.
o Who: Who is involved?
o Where: Identify a location.
o Which: Identify requirements and constraints.
Example:

12. Measurable
• The thought behind this is that if a goal is not measurable, it
is not possible to know whether a team is making progress
toward successful completion.
• Measuring progress is supposed to help a team stay on
track, reach its target dates, and experience the thrill of
achieving the goal.
• A measurable goal will usually answer questions such as:
o How much?
o How many?
o How will I know when it is accomplished?
Example:

13. Attainable
• the goals shouldn’t be out of reach nor below
standard performance, as these may be
considered meaningless.
• When you identify goals that are most important to you, you begin to
figure out ways you can make them come true. You develop the
attitudes, abilities, skills, and financial capacity to reach them.
• An attainable goal will usually answer the question:
o How: How can the goal be accomplished?
Example:

14. Relevant
• The fourth term stresses the importance of choosing
goals that matter
• Relevant goals (when met) drive the team, department,
and organization forward. A goal that supports or is in
alignment with other goals would be considered a
relevant goal.
• A relevant goal can answer yes to these questions:
o Does this seem worthwhile?
o Is this the right time?
o Does this match our other efforts/needs?
o Are you the right person?
Example:

15. Time-bound
• The fifth term stresses the importance of grounding
goals within a time frame, giving them a target
date
• A time-bound goal will usually answer the question:
o When?
o What can I do 6 months from now?
o What can I do 6 weeks from now?
o What can I do today?
Example:

16. How to work with the
goals?
• Have them in the office so that all the members can
see them every day
• Celebrate together with the LCs your successes
• Create a bit of competition around them (it usually
helps people )
• Talk about them constantly
o TRACK them
o EVALUATE them
o RE-PLAN if need

17. Let’s see an example….
July 2012 RA MA RE
Goal Actual Goal Actual Goal Actual
OGX 4 (I want I managed 2(I want I managed 2(I want I managed
to raise 4 to raise 5 to match to match 3 to realise to realise
EPs) 2 EPs) 2 EPs) only 1
ICX
GCDP
OGX
ICX
GIP

18. July 2012 RA MA RE
Goal Actual Goal Actual Goal Actual
OGX 4 (I want I managed 2(I want to I managed to 2(I want to I managed to
to raise 4 to raise 5 match 2 match 3 realise 2 realise only 1
EPs) EPs) EPs)
I planned to realise 2 EPs and managed only 1. This means that:
- If I don’t re-plan this goal I will not be able in the end to reach my overall goal
- Because of this I think I will more that realisation to another month.
- I also have to be realistic when I decide which month is more potential for
another realisation (I will not just move it for the next month without seeing
if it actually can happen)
- When I find the proper month I will add to my current goal the one
realisation I missed in July.

19. Any questions? 