Goal setting for difficult to measure goals: the FIRST method

Purpose The current study presents a new methodology for goal setting that addresses the limitation of the SMART method that many personal development goals are difficult to measure. This method provides a process, format and specific form that is applicable at all levels within an organization. Design/methodology/approach 27 employees (with their managers) across 5 organizations and 10 leaders (with their executive coach) across 6 organizations utilized this method. Feedback was obtained via interviews and surveys from these individuals to determine practicality and results obtained for goal setting using the FIRST method for personal development goals. Findings The findings provide positive feedback on this process from managers, coaches and employees. Individuals noted greater clarity on goals and specific actions for goal achievement along with receiving more feedback. Managers and coaches reported more in-depth conversations around behavioral changes as well as greater goal achievement and overall job performance. Research limitations/implications The FIRST Method extends Goal-Setting Theory and offers a complementary approach to the SMART Method. Research findings are preliminary and should be examined with a larger sample size over a longer period of time. Practical implications The FIRST method provides a specific process to create actionable personal development goals that allow employees and managers to communicate effectively, create plans of action, hold each other accountable and maintain progress. Originality/value The FIRST method for goal setting is a new method that has not yet been introduced to the research literature.