Non-Governmental Organizations (NGOs) play a crucial role in promoting social, economic, and environmental sustainability throughout the world, and of course in East Africa (an area of focus for Maktaba.org).

Through a collection of resources for social entrepreneurs and non-profits, we are publishing advice, ideas and stories about our journey to develop a non-profit that delivers free educational resources both digitally and in-person.

NGOs (like Maktaba.org) need a clear and concise plan, as well as a motivated and aligned team. One way to achieve this is by using SMART goals.

Below is an example a hypothetical East African NGO using SMART goals to empower their team.

SMART is an acronym that stands for Specific, Measurable, Achievable, Relevant, and Time-Bound. The following are the five elements of SMART goals and how they can help align your NGO team:

By setting SMART goals, our fictional East African NGO can align its team by providing a clear and concise gameplan that is relevant to its mission, values, and objectives. The team can work together to achieve the goals by monitoring progress, adjusting strategies, and celebrating successes.

In conclusion, SMART goals are a powerful tool for aligning any team whether we are talking about an NGO, a small business, a non-profit or a giant corporation. By setting specific, measurable, achievable, relevant, and time-bound goals, your team will stay focused and motivated on their path toward success. There are some critiques of those who use SMART goals, but in general they are a widely relied upon technique used by many of the most successful organizations.

Are you actually an East African NGO? Consider checking out our free PDFs to research the history of Africa or browse free Swahili books or download PDFs in English.

Setting goals is an important part of any successful project or organization, but it's not always easy to get it right. One popular method of goal setting is the SMART framework, which encourages setting goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. While SMART goals can be effective for some organizations, there are also some downsides that social entrepreneurs should be aware of before relying on them exclusively.

SMART goals can be too rigid and prescriptive. 
By focusing solely on tangible, quantifiable goals, social entrepreneurs may overlook important but intangible factors, such as team morale or company culture...each of which may be critical to success. Additionally, the pressure to meet specific, time-bound targets can lead to an "all or nothing" mentality, where barely missed goals are deemed total failures.

SMART goals can limit creativity and innovation.
By focusing solely on what is known to be achievable, social entrepreneurs may overlook opportunities to try new and different approaches that could lead to greater success. Essentially, SMART goals can stifle creativity by encouraging organizations to play it safe, sticking with tried-and-true methods, rather than taking risks on new projects or methodologies. An obsession with goal setting can distract from more exploratory initiatives, but still most organizations (and individuals) benefit from regularly setting goals.

So, what are the alternatives to SMART goals for the entrepreneurial minded? One option is to adopt a growth mindset, where goals are seen as a means to an end rather than the end in themselves. This approach encourages social entrepreneurs to embrace change and be open to new ideas and experiences, which can lead to greater creativity and innovation. Another alternative is to focus on setting "stretch" goals, which are challenging but achievable targets that help entrepreneurs to push their limits and focus on momentum (rather than milestones).

Does this mean traditional goal setting doesn't matter? Should entrepreneurs abandon the SMART goal method?
Probably not. It's important for entrepreneurs in both the for-profit and nonprofit world to set goals. When doing so it is import for those goals to align with the personal values and priorities of the organization. Such alignment can help to ensure that the goals set are meaningful and relevant, and that everyone is amply motivated to achieve them. For example, an organization that values work-life balance might set a goal for each employee to work a set number of hours per week, rather than focusing solely on achievement. Other organizations might focus on achieving momentum and employee satisfaction...though ultimately it is typically important for goals to drive financial success. For a non-profit, this could mean connecting goals toward  fundraising targets, and with for-profits, goals could be tied to revenue (or operational efficiency).

In summary, while using SMART goals has become popular, there also are some downsides to be considered. Alternative goal-setting strategies, such as adopting a growth mindset, setting "stretch" goals, or aligning goals with personal values, can help all organizations achieve success while avoiding the pitfalls of SMART goals.

For more resources to help run your non-profit or small business, browse our free books for entrepreneurs, or search our entire website for blog posts and strategies about how to get started as a social entrepreneur.

People respond to clear goals and expectations.

In general, for people to be "leaders" within an organization, they need to CLEARLY understand the goals and objectives of the parent organization.

Parent goals should be defined using Key Performance Indicators (KPI)
metrics used to periodically track and evaluate the performance of a business or organization toward the achievement of specific goals. They are also used to gauge the overall performance of the company against other comparable companies within the industry.
https://corporatefinanceinstitute.com/resources/management/key-performance-indicators-kpis/

Management by Objectives (MBO):
Technique suggested by Drucker in 1952 that links individual smaller goals to the larger organizational goals.
Tasks are then added to support the smaller goals and employees are evaluated and rewarded monthly, quarterly or annually. In theory, this technique could be used on a weekly basis.

Objectives by Key Results (OKR): https://corporatefinanceinstitute.com/resources/management/objectives-and-key-results-okr/
Objectives are stated. Expected results are clearly defined. Initiatives are created to achieve those results.
Objectives still need to align with the parent organization objectives, but contrary to MBO where the "smaller" objectives are set by managers (within a department), objectives within the OKR method can be set by the individual (still in support of parent objectives).

Other essential terms to know and implement

SMART Goals
Clearly defined goals that are Specific, Measurable, Achievable, Realistic, and Timely
https://corporatefinanceinstitute.com/resources/management/smart-goal/

And last but not least:

Time Management
Simple but actionable suggestions, strategies and reminders
https://corporatefinanceinstitute.com/resources/management/time-management-list-tips/

Traits of a Good Leader
https://corporatefinanceinstitute.com/resources/management/leadership-traits-list/

Raid Log (tool for project management to highlight Risks, Assumptions, Issues, and Dependencies)
https://corporatefinanceinstitute.com/resources/management/raid-log/