How to Set Practical SMART Goals for Your Leaders and Managers (10 Examples Included)

Some of the best leaders are truly inspirational. They rock up at a new company and quickly get everyone on board with their vision. They outline their picture of an optimistic future for the organization and persuade their staff to come along for the ride.

But even the most charismatic geniuses need to have defined realistic goals. They can't create success through grit and determination alone: they need specifics.

If not, they'll end up leading an enthusiastic team into an unknown land. They'll lose their followers' trust and their superiors' confidence.

This is why SMART achievable goals for leaders and managers are so important. 

We'll review the benefits of SMART goals for leaders, including a quick reminder of how they work and some best practices for implementing them. 

We'll help you set SMART leadership goals for various work scenarios. We've included examples of each step on the way.

🎯 5 Reasons why your leaders need to set SMART goals

When you make goals SMART, they move from fuzzy aspirations to observable realities. It's a familiar acronym to many who've reached a leadership position, but here's a reminder if you need it. Leadership SMART goals are those that are:

• Specific. They are not vague; they're crystal-clear and not open to misinterpretation.
• Measurable. For tracking progress, you need to break goals down into milestones easily.
• Achievable. Ambition is good, but overreaching can be disappointing and even disruptive.
• Relevant. Goals have to be linked to overarching motives and not distract from the primary mission.
• Time-bound. They have a deadline that's more than just 'the future.'

For leaders specifically, the SMART goal methodology can be highly beneficial.

Rather than just driving forward without a plan, SMART goals provide structure and focus. They make the difference between leading a group that does okay and one that excels.

Here are five reasons that SMART goals work so well when it comes to leadership.

• Setting SMART goals elevates leaders and their teams. A happy shepherd leads a happy flock. Leaders don't lead on their own, and by inspiring their team with clear objectives, they can improve morale and overall productivity.
• They help develop a culture of learning. They work to create a system for continual improvement and growth within their team.
• They improve the leader's skill development. Even if they're an elite leader at the top of their game, they'll stagnate without continuous improvement in their leadership skills and domain knowledge.
• They improve performance. With specific, measurable goals, tracking progress and dialing in on what needs prioritizing is easy. Clarity of objectives is a crucial factor in high-performance management.
• They improve employee engagement. Well-structured goals provide a real sense of accomplishment for employees when they achieve them. This raises employee morale, motivation, loyalty, and performance of team members.

So now that we know the why let's explore the best ways to implement SMART goals for leadership in your organization.

🏆 5 Best practices for setting leadership SMART goals

The exact way to implement SMART goals for leaders in your organization will be specific to you. It depends on your company setup, development frameworks, objectives, and more.

That said, some best practices apply to any situation. Here are some of the best for helping you get the most out of the SMART framework for leadership.

1. Identify opportunities and threats first. This is important to understand what might go wrong along the way and make contingency plans for different eventualities. Try to temper your optimism with sensible realism (that's what the 'A' stands for – achievable) – you might get pushed off-course sometimes. Still, if you've got a plan for getting back on track, you're much more likely to reach the finish line

Neal Taparia, who runs Cribbage-Online.net, emphasizes the importance of flexibility:

“Goals are great, but it’s very hard to predict what will happen with your business. If you have goals that are clearly out of reach, they won’t serve any purpose, and can even demotivate your team. Goals can be moving targets, and it’s important to adapt based on what you’re seeing.”

2. Make sure they serve the growth of the company. By focusing too much on personal development, you could lose sight of the company's overarching objectives. Of course, you will have unique desires – just make sure you align with the organization.

3. Set medium- and long-term goals. It's sometimes easier to think only in the short term – especially when thinking of specifics. But by setting and working towards longer-term goals, you create a more sustainable approach to success. You can be SMART over any timeline.

4. Involve your team in goal-setting processes. Consult your subordinates over specific leadership goals when appropriate. This can improve morale and performance and give your team a sense of ownership over the end result. Plus, including your employee will build a stronger team dynamic.

5. Set them regularly as part of your performance reviews. By reviewing progress and returning to them regularly, you're more likely to see success. Better yet, talk about goals in your development conversations. These are future-facing talks about your career ambitions and development pathways, which aren't as focused on the specifics of previous performance.

💼 10 Examples of leadership SMART goals for every team leader

1. Learn to deal with constructive criticism

Taking constructive criticism is crucial in your leadership growth, and it can often be hard to hear. If you get it right, it can set you on the path to major success.

Breaking this down into SMART elements, here's how to achieve this:

S – Specific: Learn to take constructive feedback without becoming defensive or argumentative.

M – Measurable: Track incidents where you can take constructive criticism without reacting defensively. Note down each time it happens and how you react. You'll be able to see the changes over time.

A – Achievable: It's attainable when you feel optimistic and calm when receiving feedback.

R – Relevant: Taking constructive criticism is a crucial leadership skill that will benefit you and your team.

T – Time-bound: Complete learning and practicing this skill within the next six months. 

You'll know you have achieved this goal when you take more than one piece of feedback positively.

2. Learn to give constructive feedback

Receiving and giving feedback are complementary but different skills. Nevertheless, both are important in leading effectively. 

💡 If you're wondering how to frame your criticism positively, check our constructive feedback examples.

Breaking this down into SMART elements, here's how to achieve this:

S: Learn to give constructive feedback clearly and directly without being condescending or demeaning.

M: Track incidents where you give constructive feedback effectively without causing negative emotions or hurting the recipient's self-esteem. Ask for feedback on your feedback (!) to make sure your team members are learning, not hurting. You can record employee perceptions with a short feedback survey. We recommend using a numeric scale showing positive - neutral - negative feelings.

A: It's attainable when your team members feel comfortable receiving constructive feedback from you. They'll consistently share positive feelings in their feedback sessions.

R: Giving constructive feedback is essential for improving team performance and helping employees grow.

T: Complete learning and practicing this skill within the next three months. 

You'll know you have achieved this goal when you give at least three pieces of constructive feedback without causing any negative responses.

3. Build relationships within your team

Good leadership means fostering relationships with your team members, understanding their strengths and weaknesses, and guiding them toward success. 

While we can't quantify relationship dynamics, your efforts to build them certainly can. So that's what we'll track.

Breaking this down into SMART goals, here's how to achieve this:

S: Develop personal relationships with each team member – understand their backgrounds, career aspirations, and interests outside work. Make this happen through specific meeting activities.

M: Your progress can be measured by the number of one-on-one weekly meetings and team bonding sessions. Arrange one walk-and-talk per employee monthly to build connections through non-work conversations in a relaxed environment.

A: It's attainable when you complete planning all bonding activities.

R: Building relationships within your team is essential for creating a positive work environment and increasing productivity.

T: Complete this goal within the next six months, sticking to the planned number of intra-team bonding sessions per month.

4. Become more adaptable to change

Flexibility and adaptability are crucial skills for leaders as markets and businesses constantly evolve. This SMART goal focuses on being able to roll with the punches and come up with solutions in new or unexpected situations.

Breaking this down into SMART elements, here's how to achieve this:

S: Learn to analyze a changing situation and develop innovative solutions quickly.

M: Complete a change leadership training course and track the times you've successfully navigated unexpected changes or challenges, as reported by your team members.

A: It's attainable when you can adapt to changes and come up with solutions without causing disruptions or adverse effects on the team or project.

R: Adapting to change is vital for staying ahead in a competitive market and maintaining a successful team.

T: Complete this goal within the next six months, continuously seeking opportunities to improve my adaptability in various situations.

5. Build internal talent

Helping your employees with their career progression is not only good for your team, but it's also beneficial for the company as a whole. Being mindful and systematic about building internal talent can be highly beneficial.

Breaking this down into SMART elements, here's how to achieve this:

S: Research and implement career development resources for your team members. Some examples of development resources are mentorship programs, training opportunities, and individualized career plans. Plus, collaborate with HR and People Ops to identify competence development and training needs and make appropriate plans for the individuals in question.

M: Track the number of team members that utilize these resources and report growth in upskilling, reskilling, completed training courses, and promotions.

A: You've achieved this goal when each of your team members has achieved a career development goal.

R: Building internal talent helps retain top-performing employees while also improving the overall talent pool within the company.

T: Complete this goal within the next year, looking for the best resources and opportunities for my team members to develop their careers.

➡️ Are you looking for ideas for skill-based objectives for your team members? We've got you covered: check out our guide to employee performance goals.

6. Become more comfortable delegating tasks

Many leaders struggle to delegate tasks and end up overburdening themselves. Therefore, it's essential to trust your team members and allow them to take ownership of tasks and projects in your stead.

Breaking this down into SMART elements, here's how to achieve this:

S: Reach a point where you can delegate tasks that are more substantial than basic admin without feeling anxious or having to micro-manage them.

M: Track the number of tasks you delegate and their success rate. Note down feedback from your team members on how comfortable they feel taking on delegated tasks.

A: You've achieved this goal when you consistently delegate tasks without causing any negative impact on project progress or having to check in on employees constantly.

R: Delegating helps create a healthy, balanced workload for a leader and allows team members to develop by taking on new responsibilities.

T: Aim to reach this point within the next six months, delegating tasks appropriately to benefit your work and the team.

7. Improve systems for knowledge sharing within your team

To work effectively as a team, you need systems for sharing knowledge and resources – whether that's software tools, processes to follow, or a combination of both.

Breaking this down into SMART elements, here's how to achieve this:

S: Implement an organized method for sharing documents, notes, and meeting takeaways within the team. This could be through using a shared drive or specific project management software.

M: Track the number of times my team members need help finding documented information and record file numbers, logins, or other usage metrics for the new tools.

A: You've achieved this goal when there's a noticeable reduction in team members being unable to find information.

R: Effective knowledge sharing helps streamline work processes and eliminates unnecessary barriers – great for overall productivity.

T: Roll out this project within the next six weeks, getting everyone trained on the technical systems and operational processes to make it work efficiently.

8. Recognize your team's efforts and successes

People lose motivation if they don't get recognition for their efforts. Over time, your inspirational speeches or harsh discipline will lose their effects if there's no positive reinforcement alongside it.

This goal involves not just acknowledging your team's hard work, but finding ways to celebrate their achievements, too. 

💡 See our employee recognition ideas for 42 practical ideas.

Breaking this down into SMART elements, here's how to achieve this:

S: Identify opportunities for individual or team recognition – like announcements, specific awards, and rewards, or celebrating success during team meetings – and do them regularly over a specific timeframe.

M: Track the number of times your team members receive recognition and any feedback they provide on feeling appreciated for their work.

A: You've achieved this goal when your team consistently feels recognized and valued for their efforts and contributions. We'll call that a success when we're regularly celebrating wins each month.

R: Acknowledging team efforts helps improve overall job satisfaction and contributes to a productive workforce.

T: Aim to provide recognition to each employee at least once a month, seeking opportunities for recognizing your team members for their hard work.

9. Run more effective meetings

Meetings can be a waste of time if you don't manage and plan them properly. 

Too often, they could have been an email or Slack message. 

But removing meetings entirely would take away valuable opportunities for building relationships. So this goal will ensure that you increase the utility of your meetings and that everyone stays focused on the tasks at hand.

Breaking this down into SMART elements, here's how to achieve this:

S: Implement an agenda for all team meetings, ensuring that every item is specific and has a clear purpose (with time limits to keep discussions on track).

M: Track the number of times you go over the allotted time for a meeting, as well as feedback from team members on their experiences. These should improve over time.

A: You've achieved this goal when your team consistently stays within the designated time frames for meetings and their opinion scores are at least 80% positive.

R: Running effective meetings helps save time and keeps everyone focused on their tasks – a benefit to everyone involved.

T: Roll out this project within the next two months, achieving as near to 'perfect' a meeting as possible by the end of that time.

10. Enhance communication skills

Clear and effective communication is crucial for any successful team, whether it's for staying on top of shared tasks, resolving conflicts, or collaborating creatively. Keeping goals realistic is essential here because this skill can seem quite abstract. So this goal will lead to real change in the way you communicate with your team.

Breaking this down into SMART elements, here's how to achieve this:

S: Go through effective communication training to improve your communication skills. During regular check-ins with each team member, seek feedback on your communication.

M: Track the feedback you get from my team and journal your experiences to record progress.

A: You've achieved this goal when consistently getting good feedback, resolving conflicts effectively, and demonstrating improved communication skills.

R: Enhanced communication from managers leads to a more cohesive and productive team, so it's undoubtedly worth improving.

T: Have check-ins with each team member at least once a month, seeking feedback on improving your communication within the team.

➡️ Leaders and their teams set SMART goals with Zavvy

Now that you've worked through some leadership SMART goal examples, why not set some of your own? 

If you're in any management position, think about how you can transform your goals into realistic and achievable pursuits.

If you'd like your team members to develop the same attitude toward their objectives, check out the examples in our SMART goals for employees guide.

Zavvy is an employee development platform that helps managers and their employees perform at their best. 

With Zavvy, you will run 360-degree feedback effortlessly, train your management skills, and create a growth-focused company culture where goals aren't just fuzzy dreams but achievable realities.

See how it all works in a free 30 minutes demo.