How to manage expectations with the SMART model

To prevent conflicts, it is crucial to manage your expectations and those of others.

A very useful tool for this is the SMART model, which helps you define expectations in a clear and negotiable way in any area, whether personal or professional.

The model is used to structure objectives and each letter represents a key criterion.

Applying the SMART model to expectations

Specific (S): You must clearly define what you expect. Avoid vague terms and be as specific as possible.

For example, instead of saying "I would like to receive regular updates", you can say "it would be useful to receive a project update every Friday at 3 p.m.".

Measurable (M): Make sure the expectation has performance indicators to avoid ambiguity.

Instead of saying "I expect you to be available all the time", you could state "it would be ideal if we could review progress together once a week".

Achievable (A): The expectation should be realistic and achievable.

Analyze the resources, time and skills needed to make it feasible, and avoid idealizing or expecting the impossible.

If you are a leader, part of your role is to ensure that your team has the resources to meet its objectives.

Relevant (R): The expectation should be aligned with the overall goals of the relationship or team.

Ask yourself if it really contributes to a greater purpose to avoid unnecessary expectations.

Time-bound (T): Set a clear deadline for each expectation.

This eliminates misunderstandings about deadlines and provides structure.

By following this methodology, you not only prevent conflicts, but also become more aware of your own expectations and allow you to communicate them clearly.

It is not about imposing them, but about inviting a mutually beneficial agreement.

Summary

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