S.M.A.R.T (used in goal setting)
S= Specific, vague goals produce vague results, be specific!
M= Measurable, how you will know where you are in relation to accomplishing your goal, some means of tracking or metric.
A= Achievable, goals must be just outside your reach, challenging enough to make you grow, but not so easy it's not a goal but a project.
R= Relative, goals in of themselves will not make you happy, but goals that are in line with your core values will, so make it mean something to you.
T= They must be timely, set a clear start and end time.
C.P.R (used in coaching)
C=Content, when coaching someone let them know you are about to coach them and discuss the content of your coaching.
P= Pattern, discuss what patterns your seeing, example; I notice ___happens when you______.
R=Result, this is where you tell the person being coached what you would like to see, what you like to have happen or done.
G.R.O.W. (Used in coaching)
G= Goals, you will go over SMART goals with the person being coached.
R= Reality, review where they are in relation to their goal, do they have the right mindset, tools, training, what are the obstacles in their way. Identify them using I.R.A.
O= Options, develop options, have them come up with the solution or work with you figuring them out, this increases buy in and commitment.
W= Wrap it up, write down the plan of action, the support, what needs to be done, milestones. Don't forget to review and celebrate accomplishments or reevaluate the progress.
I.R.A (used to root out cause)
I=Identify, high level thoughts or feelings about the behaviors or actions your seeing. (judgmental).
R= Root out, deeper dive discussions on what is the actual obstacle or cause for the behavior. Usually this will reveal information needed to apply the correct action.
A= Antidote, applying corrective action or removal of the rooted out obstacle based on the previous steps findings.
L.A.M.A ( Used in coaching)
L= Learning, some
form of learning should take place. It
could be a variety of activities.
Mentoring with a peer, reading a book, taking a course, are some
examples of learning opportunities you may implement.
A= Apply, we should implement that learning as soon as possible.
M= Measurement, there should be some measurement or metric to gauge the effectiveness, *see STAR goals above,agree
on a method of measuring when and how the new learning is used on the job. You can perform observations, or have your
employee track it on a worksheet you developed.
The idea is to monitor the use of the new knowledge.
attribute successes back to the coaching so they see the change as a direct result and benefit of your coaching.
A= Assess, review
the impact of the new skill on the performance metric being improved. Any success should be attributed to the new
skill and encouraged.
As
mentioned earlier, each component must have a start and an end date. The assessment date should correspond to the
SMART goal date. If you are SMART goal
timeframe is greater than 30 days, you should plan more assessment dates and
coach according to the performance results.
B.I.G (used in coaching or solution focused problem solving)
B= Buy-in by your employee, because the options developed was a callaborative effort.
I=Innovation, because more creativity is possible when the two work at it.
G=Growth, because the options developed will have more meaning and lasting commitment.
