Photo by Allan Mas: https://www.pexels.com/photo/woman-preparing-for-climbing-high-on-wall-5383501/
One of the many important aspects of a successful mentoring relationship is goal setting. In today’s blog post, let’s dive into this area a little deeper.
Goals are typically categorized as a performance goal or a development goal. A performance goal is used to track how successfully someone completes a job. They include projects, initiatives, key metrics or behaviors related to specific work in the current role. They answer the question: “What is expected of me at this position?”
A development goal is used to track how someone develops over time. They include acquiring or enhancing specific content areas, skills or behaviors to perform at a higher level, or skills to prepare for new roles in the future. They answer the question: “Where can I develop myself to improve for the future?”
Mentorships can work on both types of goals. However, any goal you choose should be written as a SMART goal:
· Specific – The goal should be written with specific language that describes what you want to accomplish.
· Measurable – It should be written in a way that you can measure and know whether you achieved your goal.
· Attainable – Your goal should push your skills, but be practical and attainable with support.
· Relevant – Any goal should be relevant to you, what you are currently doing, and what you are trying to achieve.
· Time-Bound – Your goal should have a time frame to complete for achieving your goal. Many are set in monthly or annual increments.
Goals written in the SMART format will help you with clarity, focus, and motivation in your goal-setting process and a continued successful relationship with your mentor for years to come.