The SMART Goal Criteria Explained: Set Goals You'll Actually Reach

Congratulations on deciding to go after a goal! The trouble is, a goal on its own rarely tells you what to do next. That's where the SMART method comes in: it helps you articulate a goal properly and break it down into concrete parts, which is exactly what moves you toward the result you want. The five SMART criteria are equally important — they're designed to work in tandem, not one at a time.

So what do these criteria actually mean in practice?

Specific

Your goal has to be clear and specific, with no room for misinterpretation. Otherwise you can't focus your effort or feel genuinely motivated to reach it. "Specific" means the result you want is precisely defined and gives direction to your work. These questions help you get there:

• What do I want to accomplish?
• Why is this goal important?
• Who is involved?
• Where is this goal to be achieved?
• What resources or constraints are involved?

If you'd like to see this in action, our SMART goals examples walk through specific goals for different areas of life.

Measurable

A goal needs to be measurable so you can track progress and stay motivated. Set concrete criteria for how you'll measure completion, and make the goal quantifiable so you always know how close you are. That keeps you focused, helps you hit deadlines, and lets you feel the excitement of closing in. Ask yourself:

• When should the goal be considered achieved?
• What is my indicator of progress?
• What value should that indicator reach for the goal to count as done?

Achievable

Your goal should be realistic and reachable, because how attainable a task feels has a direct impact on motivation. A good goal opens up new opportunities rather than becoming an unattainable height. Attainability is judged against your experience, resources and constraints. When a goal seems impossible, the odds of finishing it drop toward zero — so set an intermediate, accessible goal instead. And if a goal is set but you keep putting it off, make it simpler. These questions help:

• Have others done it successfully before?
• How can I achieve this goal?
• Will I be able to fully commit to it?
• Do I have enough experience, time, resources and opportunities?
• What could prevent me from reaching the result?

Relevant

This criterion comes down to one honest question: "Why do I want this?" Is the goal really important to you, and is it consistent with your other goals, given the time and resources you have? If the goal is complex or you're not sure you want to pursue it, set an intermediate goal just to try — go part of the way and notice how it feels, and whether you still want to keep going. A relevant goal answers "yes" to all of these:

• Is this a good time?
• Is it worth it, given the time and resources?
• Does it match my other efforts and needs?
• Am I the right person to reach this goal?

Note: "Relevant" is often swapped for "Realistic."

Time-bound

Finally, the goal must be limited in time — there has to be a deadline, and missing it signals the goal wasn't met. Setting timeframes and boundaries makes the whole process controllable, but the deadline still has to be realistic for what the goal requires. Without a time limit there's no sense of urgency, and the goal drags on indefinitely. Ask one question:

• By when do I want to achieve my goal?

Putting the criteria to work

Run any goal through all five criteria and vague intentions turn into a plan you can actually follow. If you'd like a head start, our SMART goals template gives you a ready-made structure, and it's worth understanding what SMART goals are and weighing the pros and cons of the SMART method before you commit. When you're ready to map your goals out visually, our printable templates are a calm place to begin.