This is an interesting article tackling something we all face as managers. Do you agree with her premise?

As we have discovered with all five of the eroding beliefs in this series of posts, completing this statement falls off the tongue: If you cannot measure it, it doesn’t matter.

I was a longtime aficionado of SMART goal setting when the “M” stood for “Measurable.” However, over time, I found that a specific, measurable, attainable, relevant, and time-bound goal simply was not SMART enough. I changed the “M” to “Motivating” and moved measurable into the “S” (Specific). Adding another dimension to make my goals more emotionally compelling worked for me. It seemed to work for others, too. Now the science of motivation explains why.

The nature of things that cannot be measured.

Setting measurable goals and outcomes is important. Having a defined finish line in front of you can be positively compelling. In my previous post, I encouraged leaders and individuals to ensure a higher level of results by reframing measurable goals into meaningful goals. However, we need to move beyond SMART goal setting and embrace aspects of work that are not easily measured.

Case in point—if you are a parent, consider this question: What do you most hope for your children? Even if you are setting SMART goals for your child’s education or acquisition of skills, I’ll bet you are like other parents—I have yet to meet a mother or father who expresses what they ultimately hope for their child in easily measurable terms. Rather, they talk about their children finding love, fulfilling a noble purpose, being passionate about their work, enjoying happiness, having meaningful relationships, feeling safe and secure, experiencing a profound connection to the world, contributing to society, perceiving they have choices and autonomy, and sensing competence and mastery.

Read the rest here: http://leaderchat.org/2013/12/05/if-you-cannot-measure-it-five-beliefs-that-erode-workplace-motivation-part-5/