1 Origins and the psychology of goal-setting
Theorised by consultant George T. Doran in the 1980s and enriched by Edwin Locke's cognitive psychology research, the SMART method starts from a well-established clinical observation: the human brain struggles to mobilise itself around vague intentions such as 'I want to be less stressed' or 'I want to be more effective'. To trigger action and perseverance, a goal must be formulated according to precise neural criteria.
2 The five criteria behind SMART
S for Specific: the goal must be defined unambiguously, clearly and intelligibly to everyone. M for Measurable: it must include precise quantitative or qualitative indicators showing exactly when the target has been reached. A for Achievable and Ambitious: it must be motivating enough to inspire enthusiasm while remaining within the person's control. R for Realistic: it must be consistent with available resources, time and energy. T for Time-bound: it must have a final deadline and intermediate validation milestones.
3 Applications in life coaching, study and business
The SMART framework can be applied successfully in every domain: planning a career change, organising an examination revision programme without panic, establishing a new exercise habit, or negotiating clear annual goals in team management.
4 The place of this approach within support
This approach offers a reassuring structure: it dispels helplessness and breaks large, intimidating challenges into simple steps manageable day by day, celebrating each intermediate victory with pride.
5 Continuous adjustment and celebrating milestones
A SMART goal is not a rigid straitjacket: it is reassessed as life's unexpected events unfold. The practitioner encourages the client to celebrate every intermediate milestone, nurturing personal self-efficacy and enthusiasm for moving forward.