SMART

Specific:

• What do I want to accomplish?
• Why is this goal important?
• Who is involved?

Measurable:

• How much/many?
• How will I know when it is accomplished?

Achievable:

• How can I accomplish this goal?
• How realistic is the goal?
• How will I know when it is accomplished?

Realistic

• Is this the right time?
• Does this match our other efforts/needs?
• Am I the right person to reach this goal?

Time bound

• When?
• What can I do six months from now?
• What can I do today?

SMART vs OKR

SMART Goals

• SMART goals are about setting clear, manageable goals with a focus on attainability and specificity.
• The context is more task-oriented with a focus on clear, concrete targets.
• Goals for individual performance management or for smaller teams.
• To improve or maintain performance in specific areas that do not require significant change or innovation.

OKRs

• OKR are about setting ambitious goals that drive performance and outcomes at a larger scale, with a focus on alignment and adaptability.
• To align individual and team objectives with the company’s strategic plan.
• Focus on growth and scaling performance over a longer-term period.
• A flexible framework that allows for adjustments and can accommodate rapid changes in direction.