S.M.A.R.T.way to write management objectives - The writing chore - How to write objectives

Sep 12, 2026

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The material explains a practical approach to defining meaningful management objectives using the SMART framework. It argues that many managers struggle to write objectives despite extensive literature and that objective-setting should support executive beliefs, direction, and long-term focus. The text distinguishes goals and objectives conceptually, then emphasizes communicating how objectives are set and written. It highlights that effective objectives must be supported by action plans, addressing both decision-making errors and the human stress involved in objective-setting processes.

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The writing chore

How to write objectives

Objectives

There's a S.M.A.R.T.way to writemanagement's goals and objectives unique executive beliefs and philoso-phies.They are usually of a form that iscontinuous and long-term.For example: George T.Doran A characteristic of management excel-lence is a climate in which company offi-cers and managers talk in terms of objec-tives.However,despite all the literatureand seminars dealing with effective ob-jective setting and writing,the fact is thatmost managers stilldon't know what ob-jectives are and how they can be written. (1)Conduct all corporate activities withhonesty,integrity,and fairness;and(2)take an active role in community ac-tivities and practice good corporate citi-zenship.Objectives,on the other hand,give quantitative support and expressionto management's beliefs.For example:To developand implement by December From a behavioral point of view,toomany of these managers'objectives rep-resent athreatto their position.It is,there-fore,the job of top management to com-municate to its executiveshowobjectivesare set,how objectives are written,and,of course,the meaningof the word objec-tive within the organization.Manage-ment must also realize that the writing ofobjectives represents a new world tomany managers. 31,198_an inventory system that willreduce inventory costs by $1 million, "The establishment of objectives and the developmentof their respective action plans are the mostcritical steps in a company's management process.” Although it may be fashionable to de-bate the differences between goals andobjectives in our graduate businessschools,from a practical point of view thelabel doesn't make any differenceprovided officers/managers agree on themeaning of these words.In some cases,goals are short-term and objectives arelong-term.In others,the opposite is true.To other organizations,goals and objec-tives are synonymous.Time should notbe wasted in debate over these terms.Theimportant consideration is not to have thelabel get in the way of effective com-munication. with a cost not to exceed 200 work hoursand $15,000 out-of-pocket initial ex-penditures.Although on a corporate levelsome objectives can be long-term,on adepartment level we could use a subob-jective to express a short-run goal. The establishment of objectives andthe development of their respective ac-tion plans are the most critical steps in acompany's management process.Whentop-and middle-level management areindecisive or set inadequate objectives,errors in judgment will compound them-selves throughoutthe entire organization. From the experience of a corporateplanner,however,it is helpful to make adistinction between these terms,but onlyat the executive level.Goals represent # The writing chore Recognizing that objectives enablean organization to focus on problems,and give the company a sense of direc-tion,why can't most managers writemeaningful objectives?Today's en-lightened management knows that thesuccessful corporations of the future must George T.Doran is president of Man-agement Assistance Programs,a consult-ancy headquartered at Coeur dAlene,Idaho.He formerly was directorof corpo-rate planning for Washington WaterPower Company,Spokane. find ways to deal with change and allowmanagers the freedom to reveal them-selves as individuals.These twin de-mandsof managing change and satisfyinghuman needs can be accomplished if,and only if,organizations educate theirpeople in the "what"and "how"of writ-ing effective objectives. It's important to understand thehuman side of the objective-setting proc-ess.It can be a difficult task,it requiresscarce time,and to some it is an unpleas-ant experience that generates muchstress.As a result,the majority of U.S.corporations don't really have an effec-tive objective setting/planning process. Operating managers feel pressure toproduce.They are not interested in the future if they believe they are beingevaluated on a short-term basis.Busyproducing,they usually don't want totake time to put something on

FAQs

Why do many managers struggle to write meaningful objectives?

Despite seminars and literature on effective objective setting, many managers still do not understand what objectives are or how to write them. The text also notes the human side of the process can be difficult, time-consuming, and stressful.

What is the SMART acronym used for?

SMART is suggested as a way for corporate officers, managers, and supervisors to frame effective objectives. It guides objectives to be Specific, Measurable, Assignable, Realistic, and Time-related.

How should objectives be handled alongside action plans?

The text stresses that the combination of the objective and its action plan is what matters most. Serious management should focus on these two elements rather than the objective alone.

Sep 12, 2026

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