The case against SMART goals: why they fall short and what to do instead

SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) have been widely promoted as the gold standard for setting objectives in personal development, education, or professional contexts. However, a deeper examination reveals that this approach may often prioritise style over substance, leading to several critical shortcomings.

1. Lack of flexibility and adaptation

One significant issue with SMART goals is their rigidity. They assume a one-size-fits-all approach, which doesn't account for individuals' diverse contexts and unique needs. For instance, emphasising "achievable" and "realistic" goals limits potential. Research suggests that challenging goals often produce better outcomes as long as the individual has the necessary skills and resources.

1. Insufficient detail in criteria

The SMART framework is be overly simplistic and rather lacks depth in certain areas. For example, the "time-bound" aspect often fails to distinguish between daily, weekly, and long-term goals, impacting behaviour and motivation differently. For example, setting a deadline does not address the complexity of achieving sustained behavioural change.

1. Inconsistent application and confusion

Another problem is the inconsistent application of SMART criteria across different fields. Studies have found a bewildering variety of terms used to define the SMART components, which can lead to confusion and misapplication. This inconsistency undermines the reliability of the SMART approach.

1. Psychological impact

Poorly set SMART goals have detrimental psychological effects. Goals that are not appropriately tailored to the individual inevitably lead to stress, anxiety, and a sense of failure when they are not met. That is particularly problematic in fields like physical exercise, where the pressure to meet specific targets can diminish enjoyment and reduce long-term adherence.

1. Lack of theoretical foundation

SMART goals are not grounded in any robust psychological theories. Unlike the goal-setting theory developed by Edwin Locke and Gary Latham, supported by extensive research and emphasises distinct types of goals for different situations, SMART goals do not consider the nuances of human behaviour and motivation.

Alternatives to SMART goals

Given these limitations, it's crucial to consider alternative approaches that are more adaptable and theoretically grounded.

1. Tailor goals to the individual

Consider whether the person is a novice or an expert in the area. Learning goals (e.g., trying different methods to achieve a task) are enticing newcomers. For experienced individuals, performance goals that push their limits are be more suitable.

1. Focus on the process

Instead of just setting outcome-based goals, emphasise the process. That can involve setting intentions to develop specific skills or habits that contribute to long-term success. For example, rather than aiming to lose a certain amount of weight, focus on integrating healthy eating and regular exercise into daily routines.

1. Use flexible time frames

Adjust time frames based on the complexity and nature of the goal. Short-term goals can be motivating and easier to manage, while long-term goals require sustained effort and flexibility. Regularly reassess and adjust these time frames to reflect progress and changing circumstances.

1. Incorporate emotional and psychological well-being

Ensure that goal-setting practices consider the emotional and psychological well-being of the individual. Goals should enhance rather than detract from a person's overall quality of life. It might involve setting goals that include elements of self-compassion and resilience.

In conclusion, while SMART goals have their place, they should not be seen as the gold standard for goal setting. By considering individual differences, focusing on the process, and incorporating a more nuanced understanding of motivation and behaviour, we can set goals that are not only achievable but also enriching and sustainable.