Writing Smart Goals, Assessment Example

Introduction

SMART goal setting is an important aspect in every business scenario. It facilitates a person to be more focused on what they wish to accomplish. This is because the goals are better defined in more detail. SMART is an acronym for, Specific, Measurable, Achievable, Realistic and, Timed (Fitz-enz, 2002).

An example of SMART goals for Patient care management would be:

S- Specific as well as focused to the patient. Example: The patient will do deep breathing thrice a day.
M – Measurable – to compute preferred response impartially. Example: The patient’s systolic BP will be below 150 mm Hg by 1/7.
A – Attainable. Example: On the date of eye surgery, the patient will exhibit relief from nervousness by affirming that all queries have been adequately answered.
R – Realistic. Example: Support system, physical and emotional condition, degree of intelligence, availability of personnel and equipments.
T – Time bound. Example: To ease fever in the baseline data of 30.5 by providing prn antipyretic medication as well as performing lukewarm sponge bath for 3 hours.

Communication

In designing smart nursing goals for communication and relationship building six key strategic decision segments must be addressed:

Step one: Program Decisions

Step two: Context

Step three: Strategic Choices

Step four: Communications Activities (policy, budget, assignments and, timeline)
Step five: evaluating of Success
Step six: ultimate authenticity Check

S- Specific

M – Measurable.
A – Attainable.

R – Realistic.

T – Time bound.

SMART goals for strategic planning

Specific: The goal is brief and acknowledged in terms of performance.

Measurable: easy to establish whether the goal has been accomplished

Achievable: The goal is attainable.

Relevant: The goal is attached to organizational performance

Time-Bound: The goal carries a specific timeframe for achievement (Holmes, 2004).

SMART goals for organizational performance

S- Specific

M – Measurable

A – Attainable.

R – Realistic.

T – Time bound.

References

Fitz-enz, J. (2002). How to Measure Human Resources Management. New York: McGraw-Hill.

Holmes, T.A. (2004). Designing and Facilitating Performance. Based Diversity Training. Performance Improvement, 43(5), 13-19.