by Dr. Michael Ford
SMART goals are often seen as an administrative exercise — a document to be completed, filed, and revisited only when it’s time for performance reviews. But leaders who treat SMART goals only as a checklist miss their most powerful potential: helping people grow, connect, and engage with their work on a deeper level.
SMART Goals as a Coaching Conversation
When leaders approach goal-setting as a collaborative dialogue rather than a directive, they unlock buy-in from their team. A coaching-based approach means:
Asking why a goal matters to the individual, not just the organization.
Exploring what success looks like beyond metrics.
Identifying barriers before they derail progress.
This approach shifts the tone from “I need you to do this” to “Let’s figure out how you can succeed here.”
Three Coaching Moves for Goal Alignment
Listen Before You Lead
Start with questions. “What’s important to you this year?” or “Where do you want to grow?” help frame the goal in terms of personal investment.
Connect the Dots
Show the link between the individual’s goal and the broader mission. This creates a sense of shared purpose.
Check In, Not Just Check On
Instead of reviewing goals only to track completion, use check-ins to celebrate progress, troubleshoot challenges, and adjust as needed.
The Ripple Effect of Human-Centered Goals
When team members feel ownership of their goals, they work with greater creativity, resilience, and passion. That mindset shift doesn’t just improve goal completion rates — it builds a culture where people take initiative and solve problems proactively.
In the end, SMART goals aren’t just about being Specific, Measurable, Achievable, Relevant, and Time-bound. They’re about sparking the conversations that turn compliance into genuine commitment.