15 SMART Leadership Goals Examples to Inspire and Motivate Growth

Some 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.
• They persuade their staff to come along for the ride.

The best leaders set clear, measurable objectives. They understand the power of specificity and the value of tracking progress.

That's where SMART leadership goals come into play. They're the foundation for growth and success, not just for leaders, but for entire teams.

This article will explore 15 inspiring leadership SMART goals examples.

• Use these goal examples to inspire new ways to drive both personal and team success.
• Learn why setting SMART leadership goals will pave the way for transformative change in your leadership journey.

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💼 15 Leadership SMART goals examples for managers and leaders

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.'

Here are 15 Leadership SMART goals examples for managers and leaders.

We have added a mix of short-term leadership goals (e.g. covering 6 weeks) and long-term goals (covering a whole year).

1. Learn to deal with constructive criticism

Leadership goal: Learn how to effectively deal with constructive criticism within the next six months, growing as a leader and positively impacting the team.

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: This leadership goal is attainable because learning to effectively deal with constructive criticism is a skill that can be developed through practice, self-reflection, and an open mindset, ultimately fostering personal growth as a leader and positively influencing team dynamics and performance.

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

R – Relevant: This goal is relevant because effectively dealing with constructive criticism is a crucial leadership skill that enables a leader to accept feedback, learn from it, and make necessary improvements, which in turn fosters a positive work environment, enhances team performance, and contributes to overall organizational success.

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

2. Learn to give constructive feedback

Leadership goal: Learn to give constructive feedback within the next three months, fostering a positive environment that helps the team grow and improve performance.

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

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.

Tip: We recommend using a numeric scale showing positive - neutral - negative feelings.

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

A: Learning to give constructive feedback within the next three months is attainable because it is a skill that can be developed through practice, self-awareness, and by learning and applying specific techniques for clear, respectful communication.

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. 

3. Build relationships within your team

Leadership goal: Within the next six months, build strong relationships within the team, developing personal connections with each member, leading to a more positive work environment and increased productivity.

S: Good leadership means fostering relationships with your team members, understanding their strengths and weaknesses, and guiding them toward success. Develop personal relationships with each team member – understand their backgrounds, career aspirations, and interests outside work.

• Make this happen through specific meeting activities.
• Arrange one walk-and-talk per employee monthly to build connections through non-work conversations in a relaxed environment.

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

You can measure your progress by the number of one-on-one weekly meetings and team bonding sessions.

A: This goal is attainable because building strong relationships within the team can be achieved through consistent, intentional efforts such as one-on-one meetings, team bonding activities, and open communication. All of these activities will create personal connections and foster a supportive work environment.

‍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

Leadership goal: In the next six months, become more adaptable to change by learning to analyze changing situations, developing innovative solutions quickly, and successfully navigating unexpected challenges.

S: This SMART goal focuses on being able to roll with the punches and come up with solutions in new or unexpected situations.

The main objective is learning to analyze a changing situation and developing 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: This goal is attainable because, with proactive learning, practice, and an open mindset, you can develop the skills needed to effectively adapt and respond to various changes and challenges.

R: Flexibility and adaptability are crucial skills for leaders as markets and businesses constantly evolve. 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 adaptability in various situations.

5. Build internal talent

Leadership goal: Within the next year, build internal talent by researching and implementing career development resources for team members, helping them achieve their career goals and benefiting the company as a whole.

S: 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.

• Research and implement career development resources for your team members. Some examples of development resources are mentorship programs, training opportunities, and individualized career plans.
• 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. You've achieved this goal when each of your team members has achieved a career development goal.

A: This goal is attainable because investing time and effort into identifying and providing career development resources can empower team members to grow professionally, thereby improving the overall talent pool and success of the company.

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

T: Complete this goal within one year.

➡️ 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

Leadership goal: Within the next six months, become more comfortable delegating tasks, allowing team members to take ownership of projects without feeling anxious or the need to micromanage.

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.

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.

A: Becoming more comfortable delegating tasks within the next six months is attainable because it involves trust-building, communication improvement, and understanding the strengths and capabilities of team members. You can achieve all of these through consistent effort and reflection.

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

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.

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

Leadership goal: In the next six weeks, improve knowledge-sharing systems within your team by implementing an organized method for sharing documents and resources, leading to more efficient work processes and easier access to information.

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.

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.

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

A: Improving knowledge-sharing systems within a team within six weeks is attainable because it requires planning, organization, and the adoption of appropriate tools or processes. All of these tasks are attainable with the right strategy and team collaboration.

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

Leadership goal: Over the next month, recognize each team member's efforts and successes at least once, ensuring they consistently feel valued and appreciated for their contributions.

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 time-frame.

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.

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

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.

A: Recognizing each team member's efforts and successes at least once over the next month is attainable because it involves being observant, appreciative, and intentional in identifying and acknowledging the contributions of your team members.

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

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.

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

Leadership goal: Within the next two months, run more effective meetings by implementing clear agendas and time limits, ensuring the team stays focused and engaged.

S: This leadership SMART goal example clearly outlines the desired outcome of running more effective meetings within a set time frame by using concrete strategies, such as implementing agendas and time limits, to keep the team focused and engaged.

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.

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.

A: This goal is achievable because implementing clear agendas and time limits is a practical strategy that can be easily incorporated into meeting planning and execution. The result will be more focused and efficient discussions without requiring significant resources or drastic changes.

R: 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.

T: Roll out this project within the next two months.

💡 Use our 1:1 meeting agenda template to get started.

🆓 Discover 16 additional free one on one meeting templates for powerful employee conversations.

10. Enhance communication skills

Leadership goal: Within the next six months, complete a communication training course and conduct monthly check-ins with team members to gather feedback on your communication improvements, aiming for at least an 80% satisfaction rate, resulting in more effective conflict resolution and a cohesive, productive team.

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.

S: This goal is specific because it sets a clear objective of completing a communication training course with a set timeline. There are specific actions to undertake, and a concrete measure of success.

• 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.

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

A: This goal is attainable because communication training courses are widely available and can provide valuable tools and techniques to enhance one's communication skills, while the regular check-ins with team members allow for ongoing feedback and adjustments, facilitating steady progress towards the desired satisfaction rate and improved team dynamics.

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

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

11. Implement a department-wide coaching program

Leadership goal: Establish a coaching program within the department by the end of Q3 to improve overall team performance and employee development. I will do this by training and certifying at least three in-house coaches and scheduling bi-weekly coaching sessions for all team members.

S: This leader wants to create a coaching program within the department to enhance team performance and employee growth.

M: Measure the number of certified in-house coaches and the regularity of coaching sessions for all team members.

A: With appropriate resources and commitment, this is an achievable goal. You've achieved this goal when you have completed the training of three in-house coaches and all team members participate in weekly coaching sessions.

R: Implementing a coaching program can foster employee development and improve overall team performance.

T: The deadline for this goal is the end of Q3.

12. Establish team milestones

Leadership goal: Enhance team performance by 30% by the end of Q3 by setting clear team milestones and breaking down larger projects into smaller tasks.

S: You aim to enhance team performance by creating clear milestones and breaking down projects.

M: This goal will be measured through the improvement in team performance and project completion rates.

A: This is an achievable goal, as breaking down projects can help teams stay organized and focused.

R: Improved team performance will lead to increased productivity and better project outcomes.

T: The deadline for this goal is the end of Q3.

13. Boost team engagement score

Leadership goal: Raise the team engagement score by 20% within six months by conducting regular one-on-one meetings, recognizing team members' achievements, and providing opportunities for professional growth.

S: You aim to boost team engagement by implementing strategies that foster a positive work environment.

M: You will measure team engagement scores through employee engagement surveys.

A: Raising the team engagement score by 20% within six months is attainable because conducting regular one-on-one meetings, recognizing team members' achievements, and providing opportunities for professional growth are actionable strategies that can lead to increased employee satisfaction and engagement.

R: Raising team engagement scores will lead to a more motivated, productive, and satisfied workforce.

T: The deadline for this goal is within six months.

14. Enhance emotional intelligence competency

Leadership goal: Improve emotional intelligence by attending a professional development course within the next three months. Apply the acquired knowledge and techniques to foster better communication and empathy within your team.

S: You aim to improve your emotional intelligence to promote a healthier team dynamic.

M: This goal will be measured through the completion of the development course and noticeable improvements in team communication.

A: Improving emotional intelligence within three months is attainable because attending a professional development course provides the knowledge and techniques necessary to enhance self-awareness, empathy, and communication skills. At the end of the training program, you can use these newly acquired skills to foster better relationships within the team.

R: Enhancing emotional intelligence will lead to stronger relationships and increased team cohesion.

T: The deadline for this goal is within the next three months.

15. Complete a conflict resolution training

Leadership goal: Complete a conflict resolution training course within the next two months to enhance the ability to manage and resolve conflicts within the team. Apply the learned techniques to address disagreements and foster a collaborative work environment.

S: You aim to strengthen your conflict resolution skills by completing a training course.

M: This goal will be measured through the completion of the course and a reduction in team conflicts.

A: Two months is a sensible time frame for completing such course.

R: Improved conflict resolution skills will lead to a more harmonious and collaborative team atmosphere.

T: The deadline for this goal is within the next two months.

🎯 5 Reasons why your leaders need to set SMART goals

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.

➡️ 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.