The Discipline of Setting Meaningful Goals
This week of my coaching training with Barefoot Coaching Ltd focused on something that sounds simple, but rarely is in practice: goals and values.
We started with two questions:
What have we achieved so far?
What would you like to achieve in the next two sessions?
Simple on the surface. But they opened up much deeper reflections.
What Does a Goal Really Mean?
We explored what having a goal actually means.
For me, saying a goal out loud is already a step. It creates a form of accountability.
But not all goals are created equal.
Who sets the goal, and in what context, changes everything.
A goal set at work by a manager might not align with what someone truly wants. In some cases, it can even conflict with personal goals. And when that happens, commitment becomes fragile.
When Goals and Values Are Misaligned
One important realisation for me: A goal does not always mean doing more.
It took me a long time to understand that. Sometimes the goal is actually to do less, in order to create something more sustainable.
If someone is already experiencing burnout, goal setting can feel threatening. It can sound like “more to do,” when what they really need is space.
This is where values come in.
If a goal is not aligned with someone’s values, it becomes harder to sustain over time.
Motivation: The “Why” Behind the Goal
This brings us back to something essential: motivation.
Why does this goal matter?
People might want a promotion for the money, but not for the work that comes with it. There can be a gap between what we think we want and what we are actually willing to commit to.
That opens up different kinds of questions:
What is the underlying motivation?
What might get in the way?
What are the trade-offs?
Are there hidden benefits in not doing it?
I have seen people being promoted into roles where they struggled, or even failed. And I often wonder how much of that comes from a misalignment between the goal and the person behind it.
Goals Are Not Fixed
Another key reminder from the session:
Goals are not fixed. Even within a single conversation, they can evolve.
Which means we need to keep checking: Are we still aligned on what we are working towards?
A Note on SMART Goals
We also revisited SMART goals.
I’ll admit, I have a slightly complicated relationship with them. Years in agencies have probably left me with a mild case of “SMART goals fatigue.”
They can be useful. But I have also seen them applied in ways that remove the meaning behind the goal.
For me, what is often missing is the “why.”
Without it, a goal can be clear, measurable… and still feel empty.
It was interesting to hear that others in the group shared a similar feeling.
Maybe not because the tool itself is wrong, but because of how it is sometimes applied.
A Reflection for Leaders and Managers
This session made me reflect on something I see often in leadership and delivery roles.
We spend a lot of time setting goals.
But not always enough time exploring whether those goals are aligned, meaningful and sustainable.
So a final question for leaders and managers reading this:
When you set goals with your team, how much time do you spend on the “why” behind them, not just the “what” and the “how”?
