Buzz
The conventional advice when setting goals is to follow the SMART framework—Specific, Measurable, Achievable, Relevant, and Time-bound. However, there is some debate about the exact meaning of a few letters in the acronym. This uncertainty is the first indication that maybe the SMART framework isn’t the be-all and end-all of goal-setting.
The reality is that the SMART goals approach doesn’t cover every aspect of effective goal-setting. In fact, I believe not every goal should fit the SMART mold. Here’s why you might want to reconsider using it for every objective you set.
SMART goals were never originally designed for personal growth or self-improvement
Let’s take a moment to reflect on the origins of SMART goals. While we often hear them discussed in the context of fitness objectives or New Year’s resolutions, they actually trace their roots back to the management field. In 1981, business consultant George Doran penned an article titled “There’s a S.M.A.R.T. way to write management’s goals and objectives.”
In this article, Doran emphasized that goals can often be vague, and that a goal which is clearly defined and specific is far more effective. The SMART acronym was created to bring structure to goal-setting, ensuring that managers could convey their expectations to employees with clear targets and measurable outcomes.
This structure works well when the goal is primarily a means of communication within a team. Saying, "The boss wants this done by this date, and here’s how we’ll track our progress" is far clearer than, "The boss wants us to improve."
However, the SMART framework isn’t as effective for individuals setting personal goals. Originally, the 'A' in SMART stood for 'assignable,' meaning that the goal could be delegated to a specific team or individual. This doesn’t translate well when the goal is something personal, like getting off the couch to exercise. Fitness and self-improvement experts have adapted the acronym to suit their needs.
What exactly does SMART stand for?
Doran originally described five essential qualities for a SMART goal:
Specific
Measurable
Assignable (to an individual or team)
Realistic (considering available resources)
Time-bound (with a clear deadline)
Doran didn’t claim that every goal must adhere strictly to the SMART framework. He highlighted that many workplace goals only meet a few of these criteria. He also noted that SMART goals can coexist with more abstract objectives.
However, the self-improvement sector adopted the framework and started evaluating goals based on their alignment with a revised version of the SMART criteria. Although definitions vary, they generally follow this structure:
Specific
Measurable
Achievable or Attainable (this aligns with 'Realistic' in the original definition, but 'Assignable' doesn’t apply to personal goals)
Relevant (matching your personal interests—this is a new addition to replace 'Realistic')
Time-bound (with a deadline)
One metric has been removed (assignable), another added (relevant), and one has been subtly modified (time-bound, as opposed to time-related).
That being said, I don't believe the emphasis on SMART goals is as beneficial as it’s often portrayed. The framework can feel restrictive, causing you to concentrate on elements that aren't directly tied to your actual objectives. Here’s what I mean.
The drawbacks of SMART goals
SMART goals are often seen as a step up from vague ambitions like 'I want to get in shape,' but in my view, they’re more like a bait-and-switch. Once you’ve fully fleshed out your goal, you’re left with a pass-fail standard, complete with a deadline and a specific metric. Is this really the kind of motivation you need?
When you define a goal as Specific and Measurable, you focus on particular actions—this can be a good thing—but you risk overlooking elements that don’t fit neatly into those categories. For example, if your only goal is to lose weight and you track pounds lost, what happens to your ability to maintain muscle mass and strength? How does it affect your enjoyment of food without obsessing over calories? What about the exercises you typically enjoy but aren’t the most efficient in terms of calorie burn? You can easily develop a narrow perspective, which isn’t always the best way to approach goal-setting.
By setting a goal as Attainable or Realistic, you limit your ability to dream big. If you truly want to improve, shouldn’t you pursue something challenging precisely because it carries the risk of failure? How much progress do you think you’ll make if you only stick to goals that you’re absolutely certain you can achieve?
Setting a goal as Time-bound is like putting up an artificial barrier. What happens if you reach the deadline and haven’t accomplished the task? Does that mean it was all in vain? If you’re working toward a corporate quarterly target, maybe. But for personal goals, time doesn’t really hold that much weight, does it? Self-improvement doesn’t have a finish line. Even if you didn’t hit 100 pushups by the set date, aren’t you still stronger than when you began? Couldn’t you continue pushing toward that goal for another month? Just because there’s a deadline doesn’t mean you *should* have reached your goal by that point.
Think of SMART goals as mere benchmarks or minimum requirements.
When you move away from SMART goals, it may feel a bit disorienting at first—admittedly, they do offer a useful structure for clearly outlining what you want to achieve. This particular objective might not be your ultimate goal, but it could still serve as a valuable part of the larger process.
Consider setting time-bound, measurable milestones as *minimums* to ensure you’re staying on track. This transforms them into process goals rather than outcome goals. For instance, committing to run four times a week over the next month is quite different from a vague goal like 'getting better at running,' and it isn’t a traditional SMART goal like 'run a half-marathon in two hours or less on April 20th.'
Set your real goals with a bigger vision in mind.
What if your goal didn’t have to be realistic or precisely defined? As I’ve mentioned before, I believe it’s more effective to approach fitness goals (or any goals, really) in the form of a question. Take away one or more SMART criteria and challenge yourself to see what you can accomplish when it’s no longer about pass/fail.
Remove the deadline and ask: How quickly can I hit a [goal weight] deadlift? Or eliminate the specificity requirement and ask: How fast can I run by race day? Or strip away the need for measurements, and just see what happens if you simply *do stuff.* Have fun. Push your limits. What will unfold? How will it transform your life? You don’t need trackable numbers to try something new and see where it leads.
