Setting SMART Goals: A Guide for Physicians
An earlier version of this article appeared on this website in May, 2024
If you’re a physician, you’re no stranger to goal setting. Reaching this point in your professional life took focus, intention, and years of steady effort.
But over time, you may have noticed that your goal-setting muscle has atrophied a little, while at the same time, the guardrails that once shaped your direction have fallen away. No matter where you are now or where you hope to be in the future, there is no longer a prescribed path to follow. If you seek growth or change, creating the map is now up to you.
As Joseph Campbell warned, in his book The Power of Myth, “If the path before you is clear, you're probably on someone else's.” Unlike the well-worn trail you may have followed in the past, you now have the opportunity to shape your new direction though your own unique talents, interests, and vision.
This period of possibility is often the point where forward momentum stalls, even as you feel drawn toward something more fulfilling. There is a way through, and it begins with setting goals. In this article, I’ll tell you about SMART goals, and how they can help you design a life that’s true to your values and your dreams.
If choosing, planning, and carrying out your own goals feels daunting, you’re not alone. Professional, financial, personal, physical, or even spiritual goals can all compete for your attention. Where do you start? And what can you expect along the way? How do you know if you’re doing it “right”? As with so many other life skills, it’s likely that no one ever taught you how to set goals.
Clear goal setting lays the groundwork for your success and keeps you moving forward, so knowing how to set realistic goals that matter is crucial. A study of medical students in a surgical clerkship found that those who set clear and specific skill-related goals were more likely to get the outcomes they desired, compared with those who just hoped for the best. And goal setting may also reduce your cognitive load, meaning that you have use less mental effort to get the work done.
SMART goals offer a practical framework that breaks the goal-setting process down into clear and manageable parts. Innovators and movers in the business world have been using this tool for years, and it’s something that can work for physicians as well. In this article, I’ll walk you through the process of setting SMART goals that are realistic, meaningful, and aligned with what matters most to you.
The SMART Goal Method
SMART stands for Specific, Measurable, Attainable, Relevant, and Time-Bound. To get started, set aside a block of uninterrupted time to reflect honestly and unguardedly on what you most want to work toward and the outcomes you hope to create. Give yourself at least 30 minutes. Then begin to map your goals using the SMART framework that I outline below.
Writing out your goals by hand can make the process more powerful. Research suggests that physically writing goals increases follow-through compared with typing them into a document or app.
Specific
Get as clear as possible about your goal. As author Jack Canfield puts it, “vague goals produce vague results.” Define your goal in one or two concise sentences.
Framing your goal in positive language can also increase motivation, making it more likely that you’ll get it done. For example, instead of deciding you want to get out of an unhappy work environment, you might reframe this goal as moving towards a more fulfilling role.
Measurable
You should be able to track your progress objectively. This might involve a checklist, a habit tracker, specific numbers, or another concrete way to see movement toward your goal.
Attainable
Choose a goal that is realistic and within your control. Attainable means that you take into account your real-world constraints, including time, energy, finances, and cognitive load. The goal should stretch you, but not so much that it sets you up for frustration.
Don’t get too caught up in the idea of your limitations. The magic of the process is that once you reach your first goal, other possibilities that are currently out of reach may open up. In the words of writer Joseph Campbell, “Follow your bliss and the universe will open doors for you where there were only walls.”
Relevant
To be sustainable, your goal should align with your core values and personal vision. The goal should matter to you, not just to your friends, family, or administrators. It’s great if the goal will make everyone happy, but if it’s not your own, you’ll be less likely to commit to it.
Time-Bound
Without a timeline, it can be hard to get started. That’s just human nature. When you set and commit to a deadline, or even better, a series of deadlines, you’ll create momentum and accountability.
Once you’ve identified your goal, break it down into “micro goals” (sometimes known as process goals) that you can complete within a very short period of time. This progressive completion will help propel you forward, keeping the momentum going.
Sustaining SMART Goals Over Time
As you work toward your goals, don’t forget to notice what you’ve accomplished. Keeping a “done” list can be a great reminder, especially when your time seems to get away from you. Honor your effort by celebrating each small step. Call a friend, take a walk, enjoy a night out, or simply pause to notice your effort. These small (or big) moments of recognition make it easier to stay engaged with your goals, even when progress feels slow.
SMART goals are closely tied to how you use your limited and precious time. Large goals can feel overwhelming, but consistency matters more than intensity. Even ten to fifteen minutes a few days each week can lead to meaningful progress over time.
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If you struggle with time management, I have a number of articles available on the website that may be helpful. They focus on issues that are specifically relevant to physicians and medical practice. If you’re looking for more guidance, my Four Week Focus Shift course is a self-guided way to find focus for the goals that matter. I also offer 3 and 6 month Time Management coaching packages for physicians.
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References
Campbell, J., & Moyers, B. (2011). The Power of Myth. Anchor.
Doran, G.T. (1981) There’s a SMART Way to Write Management’s Goals and Objectives. Journal of Management Review, 70, 35-36.
Etkin, J. (2019). Time in relation to goals. Current Opinion in Psychology, 26, 32–36. https://doi.org/10.1016/j.copsyc.2018.04.013
Gardner, A. K., Diesen, D. L., Hogg, D. C., & Huerta, S. (2016). The impact of goal setting and goal orientation on performance during a clerkship surgical skills training program. the American Journal of Surgery, 211(2), 321–325. https://doi.org/10.1016/j.amjsurg.2015.07.028
Locke, Edwin & Latham, Gary. (2002). Building a Practically Useful Theory of Goal Setting and Task Motivation: A 35Year Odyssey. American Psychologist. 57. 705-717. 10.1037/0003-066X.57.9.705.
Nebel, S., Schneider, S., Schledjewski, J., & Rey, G. D. (2016). Goal-Setting in educational video games. Simulation & Gaming, 48(1), 98–130. https://doi.org/10.1177/1046878116680869
Oscarsson M, Carlbring P, Andersson G, Rozental A. A large-scale experiment on New Year's resolutions: Approach-oriented goals are more successful than avoidance-oriented goals. PLoS One. 2020 Dec 9;15(12):e0234097. doi: 10.1371/journal.pone.0234097. PMID: 33296385; PMCID: PMC7725288.
Van Der Weel, F. R., & Van Der Meer, A. L. H. (2024). Handwriting but not typewriting leads to widespread brain connectivity: a high-density EEG study with implications for the classroom. Frontiers in Psychology, 14. https://doi.org/10.3389/fpsyg.2023.1219945