Once you have completed this analysis, you are ready to commit to your unit’s goals.
These goals should be defined so that they are SMART; that is, they are Specific, Measurable, Agreed, Realistic, and Time based. In other words, the outputs should be clearly defined (specific) so that performance can be quantified (measurable), agreed upon between you and your staff (agreed), achievable within the constraints of time and resources (realistic), and have an achievable target date (time-based).
All five criteria are important. Certainly, the motivational and practical reasons for agreement among those responsible for achieving the plan should be clear. Likewise, you should understand why so much emphasis is placed on real- istic, measurable goals. Goals are of little value unless they are achieved, and the only way to achieve them is if they are realistic, and the only way to know they have been achieved is if they are measurable (see Chapter 3).
You can identify goals and make plans to achieve them alone, but the experience of other managers suggests that you should involve your staff members in the process. Their job experience can add insight into how to get effectively and efficiently from Point A (corporate objectives) to Point B (your unit’s goals). That’s what planning is all about.