S.M.A.R.T. goals are so 2024. We’re setting SIMPLE goals now.
Midway through the harsh winter months, and with 2025 now upon us, we find ourselves neck-deep in “New year, New you!” season.
I’m all for personal growth and transformation – it’s why I do what I do! – but sometimes we make it much harder than it needs to be. Take goal-setting, for instance. The first step in the personal improvement journey is to determine your destination. We are often told to “shoot for the moon!” and set BIG GOALS with a capital “G.” But what I love are little goals. Teeny-tiny goals. Micro-goals. The smaller the goal, the better and the more likely I am to accomplish it. If you’ve been struggling with motivation like I have, I don’t need a big win, I need an easy win. This helps generate the motivation to start tackling the hard-sought ones. I feel good about myself after I’ve accomplished something, anything. This is rewarding to me and makes it more likely that I will do the next thing.
And the next thing.
Baby steps are still steps.
By now, you’ve probably heard of the acronym S.M.A.R.T. as a framework for goal setting. But like, where did this even come from?
The acronym stands for: Specific: Clearly define what you want to accomplish. Measurable: Ensure you can track progress and outcomes. Achievable: Set realistic goals that are within your capabilities and resources. Relevant: Align goals with broader priorities and objectives. Time-bound: Set a deadline to create urgency and focus.
SMART goals were initially created for managers and organizations to improve goal-setting and performance in the workplace. George T. Doran, a consultant and planning expert, introduced the concept in his 1981 article, “There’s a S.M.A.R.T. Way to Write Management’s Goals and Objectives.” His aim was to provide a practical tool for business leaders to create more effective objectives and drive results in organizational planning.
Over time, the framework has become widely applicable, benefiting individuals, teams, educators, and anyone seeking structured goal-setting in personal or professional contexts.
But did you know there are several other notable frameworks to choose from? Each designed to address different aspects of planning, motivation, and achievement. Here’s a list:
1. HARD Goals
Developed by Mark Murphy, this framework focuses on goals that are emotionally and intellectually engaging. It is best for people who are motivated by passion and enjoy ambitious challenges.
HARD stands for:
· Heartfelt: Emotionally compelling and meaningful.
· Animated: Clearly visualized and inspiring.
· Required: Essential and non-negotiable.
· Difficult: Challenging enough to push your limits.
2. WOOP (Wish, Outcome, Obstacle, Plan)
Created by psychologist Gabriele Oettingen, WOOP emphasizes mental contrasting and planning. It is best for managing internal and external barriers to success.
Step 1: Wish: Define a meaningful goal.
Step 2: Outcome: Visualize the best-case scenario.
Step 3. Obstacle: Identify potential challenges.
Step 4. Plan: Develop a strategy to overcome obstacles.
3. GROW Model
Commonly used in coaching, this framework helps individuals and teams clarify goals and take actionable steps. It is best for guided decision-making and personal development.
Step 1. Goal: Define the desired outcome.
Step 2. Reality: Assess the current situation.
Step 3. Options: Explore possible solutions or actions.
Step 4. Will: Decide on a plan and commit to it.
4. CLEAR Goals
Focused on agility and adaptability, this framework is ideal for dynamic environments. It is best for teams and individuals in fast-paced or evolving contexts.
CLEAR stands for:
· Collaborative: Goals should involve teamwork.
· Limited: Goals should be focused and not overwhelming.
· Emotional: Goals should inspire passion and commitment.
· Appreciable: Break large goals into smaller steps.
· Refinable: Be flexible to adjust goals as needed.
5. PACT Goals
An alternative to SMART, PACT emphasizes continuous progress and adaptability. It is best for agile thinkers and those who value long-term growth over fixed deadlines.
PACT stands for:
· Purposeful: Goals should align with values and priorities.
· Actionable: Focus on actions rather than outcomes.
· Continuous: Goals should encourage ongoing improvement.
· Trackable: Progress should be measurable over time.
I’d like to offer my take on these SMART alternatives. Go with the framework that makes the most sense to YOU based on your objectives (are they long-term, short-term, personal, or professional?) your mindset (do you prefer structured systems, emotional motivation, or flexibility?) and your environment (are you working alone, with a coach, or in a dynamic setting?)
I created a framework also, based on the science of motivation and behavior change, and the decades of work I’ve done with my patients and clients to develop therapeutic goals. Mine is simple. I call it the “ABCs of goal setting.” It probably aligns most closely with the PACT goals outlined above.
ABC’s stands for:
A – Affirmative/Positive – Try to frame your goal around what you are trying to gain or have more of, not what you are trying to lose or have less of. See if you can “flip the script” and focus more on moving towards something as opposed to away.
B – Behavioral/Observable/Measurable – Ask yourself: “If you were feeling better/more confident/less anxious, what would you be DOING that you aren’t doing now?” For example, if I were feeling more confident, I would be styling my hair differently and dressing cutesy. Then, start styling your hair differently and dressing cutesy. This is how you behave your way into feeling a certain way. It can be little things at first. If that’s too much effort, scale it back a bit and try again. Try using a 1-10 or 0-100 scale to measure your confidence levels accordingly to track and measure progress.
C – Changeable/Flexible/Adaptive – Once you start moving in the direction of the desired outcome, you have more information than you had before, and you can use this to modify your goal or your methods. This isn’t about lowering expectations for yourself, this is about “right-sizing” expectations to set yourself up for success.
S – Small – Set “micro-goals” to set yourself up for ultimate success by collecting “small wins.” Don’t overlook the power of baby steps! Every little victory counts so don’t minimize those micro-moments of joy and reward. Savor them and use them to help fuel your motivation to KEEP GOING.
Be & Stay Well,
