As the new year approaches, it’s time to set those goals—those bold, shiny, ambitious targets we love to dream up every December. But let’s be honest: some goals are game-changers, others fizzle out by February, and a few are so bad they should’ve stayed in the “ideas we’ll never mention again” file.
Why do some goals propel teams forward while others derail progress? Let’s dig into the good of goals that work, the bad of goals that flop, and the ugly of goals that can create more harm than good. And, because we’re all about moving forward, we’ll wrap up with practical tips to set yourself and your team up for success.
The Good: Why Goals Work
When goals are done right, they’re your secret weapon for clarity, focus, and achievement.
- They Provide Clarity: A clear goal is like a well-marked trail—everyone knows where to go and how to get there.
- They Motivate Action: A specific target, like “increase revenue by 15%,” gets people moving more than vague instructions like “try harder.”
- They Foster Accountability: Goals create ownership. Everyone knows who’s responsible for what, so nothing falls into the abyss of “not my job.”
- They Build Momentum: A win energizes the team for the next challenge. Success is contagious (and far more fun than failure).
The Bad: Why Goals Don’t Work
Not all goals are created equal. Some fail to inspire, and others just make everyone roll their eyes.
- They’re Too Vague: “Improve productivity” is not a goal; it’s a bumper sticker. Goals need specifics.
- They’re Unrealistic: Setting goals like “triple revenue by March” when you’re still figuring out the basics is a recipe for burnout.
- They’re Disconnected: Goals that don’t align with your mission feel pointless, like busywork dressed up in corporate jargon.
- They Lack Accountability: Without a clear owner, goals drift into the land of “someone else will deal with it.”
The Ugly: When Goals Backfire
Sometimes, poorly executed goals don’t just fail—they blow up in your face.
- Tunnel Vision: Over-focusing on one metric (like speed) can lead to ignoring others (like quality or morale).
- Demotivation: Unrealistic goals that constantly miss the mark erode morale faster than an unproductive meeting that could’ve been an email.
- Toxic Competition: When goals pit team members against each other, collaboration suffers, and trust evaporates.
- Ignoring Well-Being: Piling on goals without considering capacity or well-being is a fast track to resentment and burnout.
Setting Goals That Actually Work
As you prepare, let’s make sure your goals don’t belong in the “bad” or “ugly” categories. Here’s how to do it right:
- Make Goals SMART – Specific, Measurable, Achievable, Relevant, and Time-bound. “Increase revenue” is vague. “Grow revenue by 10% in Q1 through targeted campaigns” is SMART and actionable.
- Tie Goals to Purpose – People work harder when they know their efforts matter. Show your team how their goals connect to the bigger picture and your organization’s mission. Purpose turns tasks into something meaningful.
- Balance Stretch and Realism – Ambitious goals inspire. Impossible ones demoralize. Aim for that sweet spot where your team feels challenged but not crushed.
- Assign Clear Accountability – Every goal needs an owner. If no one’s responsible, no one will care when it slips through the cracks. Define who’s in charge and how progress will be measured.
- Check In and Adjust – Goals aren’t carved in stone. Regular check-ins keep everyone on track and allow you to adjust as things change—because they will.
- Celebrate Wins – Celebrate progress. It doesn’t have to be champagne and confetti (although I’m not stopping you). A simple acknowledgment of effort goes a long way.
- Mind the Ripple Effect – Every goal has a ripple effect. Don’t let the pursuit of one target derail others. Focus is good; collateral damage isn’t.
Goals can be your best friend or your worst enemy—it’s all in how you use them. They should inspire action, not anxiety; build momentum, not burnout; and create clarity, not chaos.
As you set your sights on the future, remember: a goal without a plan is just a wish. So, keep it clear, keep it focused, and most importantly, keep it human. Your team doesn’t need perfect goals—they need meaningful ones. Here’s to thriving, achieving, and making your goals not only work—but work wonders.
The goal is not to be perfect by the end. The goal is to be better today. Simon Sinek
