Setting targets for a legal department is a hard task in a company where business executives seek concrete indicators of progress. So how should you set the right goals to ensure the department’s work is recognised and staff members feel appreciated? Delegates at LACCA Miami swapped answers. Gurus of goal-setting urge us to make our goals specific, measurable, achievable, realistic and time-targeted – or, SMART. Surprisingly long-lived in the canon of management jargon since its birth in the 1980s, many company executives expect staff to use this structure in planning their work goals – often placing most emphasis on the ‘M’ for measurable because, in business, what is measured usually translates to cost or profit.

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