内容来源：https://lifehacker.com/work/alternatives-to-smart-goals-to-get-more-done?utm_medium=RSS

内容总结：

在目标管理领域，广为人知的SMART原则（具体、可衡量、可实现、相关性强、有时限）虽能有效帮助个人分解任务，但业界发现其并非适用于所有场景。最新管理实践表明，当涉及团队协作或长期战略目标时，FAST与PACT两种新型目标管理方法可能更具优势。

SMART原则因其高度结构化特性，在个人目标规划中表现优异。例如学生可通过"月底前完成三次化学模拟测验"这类明确计划提升效率。但其局限性在于：过度聚焦个体任务，难以适应团队分工需求；且因标准过于刚性，可能导致重复性工作无法形成标准化流程。

针对团队协作场景，FAST方法（定期讨论、宏阔目标、具体指标、全程透明）展现出独特价值。以季度报告制作为例，团队通过建立共享资源库、设定固定沟通机制，在保持目标雄心的同时增强执行弹性。该方法强调在动态推进中持续校准方向，而非固守预设时间节点。

而对需要持续动力的长期目标，PACT方法（目标引领、行动导向、持续推进、过程可溯）更能激发持久投入。以健身目标为例，相较于"夏季前减重10公斤"的SMART式承诺，PACT更关注"通过每周五次训练改善健康"的持续过程，使执行者始终保持目标感知与行动活力。

管理专家指出，这三种方法各有适用场景：SMART适用于明确具体的短期任务，FAST擅长协调团队复杂项目，PACT则更契合需要持续动力的长期目标。现代管理者应根据实际需求灵活选用，必要时还可组合应用，以最大限度提升组织效能。

中文翻译：

SMART目标法是一种实用的工具，能帮助你将想法和待办事项转化为近期与远期的具体行动计划，但这种方法并非万能。比如在大型团队协作或追踪宏大的长期目标时，SMART可能就不是最佳选择。相比之下，FAST和PACT等目标管理方法或许更契合这类需求。虽然需要花时间熟悉这些替代方法，但你会发现在特定场景下，它们更具针对性且效果更显著。

何时适用SMART目标法？
SMART目标法的核心在于具体性、可衡量性、可实现性、相关性和时效性。制定时需要同时满足这五大要素，通常可表述为："在本月底前，我将通过完成三套模拟测试来备战化学考试"。这个目标具备以下特征：具体——明确行动内容和动机；可衡量——设定练习数量和预期成果；可实现——任务量合理可控；相关性——契合当前迫切需求；时效性——设定了明确截止期限。

由于其高度可定制性，SMART目标法深受学生、职场人士等需要分解任务人群的青睐。但正因强调个体执行，这种方法也存在局限性：过度具体的设定缺乏普适性，比如面对月度重复工作时，每次都要重新制定目标而非建立标准化流程；在团队协作中，虽然可以共享目标，但难以清晰划分成员职责，容易导致权责模糊。

FAST目标法的适用场景
作为SMART的优质替代方案，FAST目标法特别适合领导者和需要分配任务的团队，其核心要素包括：
频繁讨论
宏大格局
具体指标
透明机制

与SMART聚焦最终成果的可行性和时限不同，FAST更关注实现目标的协作过程。它通过持续沟通和透明化管理，使团队在项目推进中保持灵活应变。但由于框架相对抽象，需要配套具体实施方案。例如"频繁"的标准就需要团队共同明确会议频率和议程规范。

假设团队需要撰写季度报告，已知截止时间就无需像SMART那样强调时效性。此时可采用FAST框架：设立定期会议机制，创建透明沟通渠道确保信息同步。项目成功标准可以定义为管理者反馈、客户评价、流程优化或业绩增长等，关键在于提前共识"成功"的定义，并通过持续沟通助力实现更宏大的目标。

建议此时建立统一信息源（SSOT），即包含所有必要资源的共享文件夹。以季度报告为例，SSOT可收纳月度报表、报告模板、客户联系方式等。首要文件应是明确FAST目标的文档，其中界定讨论频率、目标范围、成功指标，并天然形成透明化管理。

PACT目标法的应用时机
与FAST类似，PACT更注重实现目标的过程而非结果量化，其内涵包括：
目标引领
行动导向
持续推进
进度可溯

PACT适合个人目标管理，但更强调流程驱动。以健身目标为例：SMART版本可能是"在夏季第一天前实现每周健身5小时、减重20磅、增肌5%"，虽然符合标准但执行过程孤立；而PACT版本则会表述为"为改善健康状态，我将每周锻炼五次并用智能体脂秤追踪数据"。这种方法弱化时间限制，强调行动本身的目的性——持续提醒你为何而行动。你仍在执行和追踪，但目标植根于初心并依赖持续性，而非僵化的结果界定。

始终保持目标引领至关重要，这能维持动力并唤醒初心。以撰写工作报告为例，若只视作强制任务容易陷入机械劳动，但若意识到这份报告能为公司吸引客户、优化运营，进而带来业绩增长或个人晋升，工作就拥有了更深刻的意义。即使不像SMART目标那样严格界定，持续追踪进度同样是保持动力的关键。

同样需要建立目标说明文档并纳入SSOT体系。例如："团队将通过下列方式完成报告：未来一个月每人每日投入一小时，在附件表格记录工时与成果，每周五召开进度评审会"。

英文来源：

SMART goals are a helpful way to turn your ideas and to-dos into actionable plans for the near and far future, but they're not always the best approach. If you work on a larger team or need to track highly ambitious, long-term goals, for example, SMART might not be the best method to turn to. Other goal-tracking methods, like FAST and PACT, may be a better fit. You'll need to start by familiarizing yourself with these alternate methods, but once you do, you'll see that they are more tailored to specific needs and might just be your best bet.
When should you use SMART goals?
SMART goals are specific, measurable, achievable, relevant, and time-bound—that's what the acronym spells out. When you make them, you make sure your goal sticks to all five of those requirements, usually writing it out in a sentence like this: “By the end of the month, I will have aced three practice quizzes to prepare for my chemistry test.” It’s specific because it says what you’re going to do and why, measurable because you’re setting an amount of quizzes and expected grade on each, achievable because it can reasonably be done, relevant because it has to do with a pressing need, and time-bound because it’s related to a forthcoming deadline.
Because they're so customizable, SMART goals are used by students, workers, and anyone who needs to break down their to-do list into manageable action items, but they can be limiting for the same reasons they work so well on an individual level. For example, they can be too specific to be broadly applicable, so if you have to do the same sort of task at work every month, you’ll redo the SMART goal every time instead of creating a process to follow. They’re also not ideal for collaboration because while you can share a SMART goal with others, it doesn’t leave much room to be concise and authoritative about who needs to do what to reach the goal.
When FAST goals make sense
The first helpful SMART goal alternative is the FAST goal, which is especially useful if you’re in a position to lead or delegate, but is generally good for teams overall. FAST stands for the following:
Frequent discussions
Ambitious scope
Specific measurements
Transparent
When using SMART goals, you analyze your desired end result through the lens of how achievable it is and when you’ll have it done. With a FAST goal, you’re looking less at the elements that define the final product and more at how you will collaborate to get there. FAST goals enable teams to adapt and evolve as the project goes on because they require frequent discussions and transparency about what the ambitious goal is and how its success will be defined. Still, you need to have a plan in place to follow the FAST goal, since it is a little vague. What are "frequent" discussions, for instance? You need to hammer that out with the team and set a goal dictating what frequent means and how you'll conduct those meetings.
Say your team at work has to build a report for the end of the quarter. You already know when it’s due, so you don’t need to incorporate timeliness, like you would with a SMART goal. Instead, consider the task through the FAST lens, setting up regular times to meet and discuss it and creating clear communication channels so everyone can stay on the same page. The success of the project might be measured by manager feedback, client response, the enhancement of processes, or increases in sales; you need to define early on what “success” will look like, but staying communicative and transparent will help—and will enable you to make the end goal ambitious.
Here, I'd recommend incorporating a single source of truth, or SSOT. That's essentially a folder everyone has access to that includes every resource anyone might need. For the hypothetical project of the end-of-quarter report, your SSOT might include monthly reports, a template for the bigger report, contact information for clients whose data will appear on the report, and so on. The first document in the SSOT should be one outlining the FAST goal by setting requirements for the frequent discussions, detailing the scope, defining the specific measurements of success, and, by its nature, being transparent.
When to use PACT goals
PACT goals, like FAST goals, focus more on the process of achieving a desired result than the measurements of the result itself. Here’s what PACT stands for:
Purposeful
Actionable
Continuous
Trackable
Like a SMART goal, PACT works well if you’re tackling something on your own, but it is more process-driven. Let’s say your goal is to get in shape. With a SMART goal, you might have to define it like, “By the first day of summer, I will have worked out for five hours per week, lost 20 pounds, and increased my muscle mass by 5%.” It’s specific, measurable, achievable, relevant, and time-bound, but once you write that down, you’re on your own fighting your way to the finish line. A PACT goal might look more like, “To get in better shape and improve my health, I will work out five times a week and monitor my weight loss and muscle gain using my smart scale.” Instead of being time-bound, this approach takes the process itself into consideration—but also incorporates purposefulness, reminding you why you’re doing what you’re doing. You still take actions and track metrics, but the goal is rooted in purpose and relies on continuity, not a defined end result.
Keeping the purpose front and center is important, as it helps you stay motivated and reminds you of what you’re really working toward. If you’re building a report at work, you can get caught up in the absolutism of knowing this is your assigned task and you have to do it, which can lead to losing sight of why you're actually toiling. If you bear in mind that you’re building the report so your company can bring in more clients or enhance internal operations, you remember that this could lead to more business, accolades, or even a raise for you. Tracking your progress is also key to staying motivated and moving toward an end goal, even if it isn’t as rigidly defined as a SMART goal might be.
Again, you'll need a document that outlines all this. Think of it like a mission statement and stick it in the SSOT. Here, it might be like, "Our team will compile the report by each dedicating one hour of time to it a day for the next month, inputting our work hours and achievements into the attached spreadsheet, and meeting every Friday to discuss progress."