Once the gap analysis is completed, SMART goals are created with specific objectives to ensure optimal utilization. Goals and objectives (the steps taken to achieve a goal) must be specific and measurable, and the person responsible for carrying out the goal must be motivated and empowered to use resources outside the practice to achieve success. Objectives can be assigned to different team members, resulting in greater goal achievement and team buy-in.
A SMART goal sheet helps define the needed elements to implement goals (see Resources below) successfully.
S – Specific defines the specific goal that is to be achieved.
M – Measurable identifies how the goal's success will be measured.
A – Action Items identifies what tasks will need to be completed to achieve the goal
R – Resources identifies the resources needed to achieve and implement the goal successfully.
T – Timelines and Accountability identify when the goals will be achieved and establish check-in points with the responsible individuals.
It is normal that goals and objectives encounter obstacles not previously identified in the gap analysis. However, by thinking critically and being creative, team members can overcome hurdles together and achieve the goal. Therefore, expect continual assessments and changes as needed to yield successful implementation (see Resources below).
*Historically, SMART is defined as specific, measurable, achievable, relevant, and time-bound. Since you know that the goals being put into place are achievable and relevant, the A is replaced with action items that add accountability to the goal, and R is replaced with resources that will be needed to achieve the goal.
Change Management: Implementing change is difficult. It’s easy to stay with what’s comfortable, and challenging the status quo creates a sense of chaos and discomfort. Team members often use their energy to voice resistance to change instead of critically thinking, problem-solving, and creating solutions. This is a common scenario, and leadership must be able to positively influence change to take the practice to the next level (see Resources below). Understanding the most common reasons for change resistance will help leaders plan and overcome resistance patterns.
Change management is highly cross-functional with internal motivation. If the team members are not internally motivated to make the change, they will continue to resist. Read Motivational Management (see Resources below)) to learn how to inspire your team for maximal performance (because they want to).
