Smart, Grow, BFG or Woop…which one’s best for goals?
Which method do you use for goal-setting?
“The more I learn, the more I realise I don’t know.”
Albert Einstein
This quotation sums up how I often feel about goal-setting. Just when I think I’ve got the best method cracked, I learn about a new one and wonder if that’s better. It seems that the more we look into goal and target-setting, the more it feels like we’re standing under a waterfall of never-ending new methods… or perhaps that’s just me!
To help you determine which method might work best for you, I’ve summarised four approaches: two are more well-known and the other two, rather lesser-known. They are:
S.M.A.R.T.
The classic goal setting method loved and used in education, especially for staff in appraisals and for pupils when thinking about their aspirational grades and how they might achieve them.
Specific - plan effectively with specific targets in mind
Measurable - how can you track your progress?
Attainable - set realistic goals that are challenging but achievable
Relevant - ensure it has a strong purpose in your day-do-day life
Time - specify a deadline and monitor your progress
Some people like to make their goals even smarter by adding an extra -ER on:
Evaluate: check in at regular intervals
Readjust: assess when and if they need changing
Pros: You have to make a clear and detailed plan that means you and your coach have a strong idea of exactly what you want to achieve and by when.
Cons: You need a strong system of organisation / regular coaching to keep checking in and evaluating progress. Some people also feel that by setting attainable goals, it takes away from your ability to push beyond your potential and set an aim that really lights you on fire and fills your dreams!
2. B.F.G.
The antithesis of the Smart goal. It is my creation, and stands for: Big Fat Goal (based on B.H.A.G. - big, hairy, audacious goal as first termed by Jim Collins and Jerry Porras).
This is one huge goal that is compelling, long-term, and exciting enough to inspire you to want to take action on a daily basis. The emotional element is key to this desire that leads to drive and determination to see it fulfilled.
The method set out by Collins and Porras was intended for corporate use and included four broad categories:
Role model - base your method on a successful model of a well-known company
Common enemy - focus on overtaking your competitors
Targeting - set clear and tangible targets to achieve
Internal transformation - Be competitive by revitalising your people and business
One example of a B.H.A.G is Meta’s “make the world more open and connected”mantra for Facebook.
In my mind, the B.H.A.G can easily be converted into the B.F.G for the individual goal-setter and applied in any setting. For me, this second variant also inspires the magical element of the Roald Dahl novel (The BFG), whereby the protagonist, Sophie, is encouraged to dream big and comes to realise the power of such dreams.
Pros: The element of emotion is a huge factor in determining success and this method stems from that very source of power and drive. By using a clear role-model, it also follows that success begets success, so there this element only serves to boost your chance of achieving your goal.
Cons: It needs tangible ways to measure progressive success.
3. G.R.O.W.
This method is derived by Sir John Whitmore and is used as a leadership tool and is also a well-loved coaching model.
Goal - what do you most want?
Reality - where are you now?
Options - what could you do?
Will - what will you do?
The key with using this method is that you set a goal that is inspiring and challenging, and by tapping into your emotion first, then going to your state of awareness and lastly to the best course of action, you have a good chance of taking responsibility for your own success.
Pros: The GROW approach promotes confidence and self-motivation, leading to increased productivity and personal fulfilment.
Cons: You need a good coach to ask the right questions and ensure you’re not moving through the stages too quickly. They can also help you to determine the true goal (that you might never have dared to voice before), but that represents what you’re really striving for, and not only aligns with your values, but is also inspiring and challenging in equal measures.
4. W.O.O.P.
This method is often used for quick and effective short-term goal setting in a variety of contexts.
Wish - imagine the outcome you desire
Outcome - visualise achieving success and picture it in full detail
Obstacle - identify what the challenges may be
Plan - create action steps for what you will do to overcome obstacles if and when they arise
Pros: simple, easy to remember and provides a clear framework that not only ignites your emotion but provides a counter-balance to the mind blocks that often arise when asking yourself what you’d really like to achieve.
Cons: it may need clarification and a time frame about what you need to do and how you will remain accountable, in order to bring this into reality.
In essence, there is no shortage of goal-setting methods out there. The key lies in finding what will motivate and works best for you, and suits the professional or personal context in which you are setting them.
My honest response is that when I’m coaching a client, I use a variety of these methods and fit the method to the person, since people respond in very different ways to talking about their aims. Whilst one client can appreciate a clear and concise structure in which to set their realistic goals, another will embrace the freedom and space to dream big and bold!
Ultimately, I find that the key lies in five factors which mean the goal needs to:
Be clear and simple
Invoke strong and positive emotions
Include a plan to overcome challenges
Keep you accountable
Can be celebrated when you reach it
I hope that helps to read. If you have any questions on any of the above methods, or would like to find out more about goal-setting, contact me, or check out my training page on how to become an Education and Wellbeing Coach.
Kate Boyd Williams trains educators and pastoral staff to become Education and Wellbeing Coaches with a practical, clear and highly effective, training programme.
Sources:
https://www.peoplebox.ai/blog/different-goal-setting-methods/
