Rethink Purposeful Goal setting | introduction: S.M.A.R.T. Goals to D.U.M.B. Results

This 10 days-series of articles can help you set S.M.A.R.T. goals differently. You need to be in balance to and accept your current state before participating in this program.

The Trap of SMART Goals: Why Authenticity Must Come First

At the start of the new year, you may find yourself wondering: What are my big goals for this year? Several thoughts might cross your mind—what you want to accomplish, which tools to use, which skills to develop. Maybe you've even created a timeline of accomplishments from the past five years, mapping out successes and lessons learned.

And yet, when it’s time to set those big goals, why does it often feel like a trap?

You diligently set SMART goals—specific, measurable, achievable, relevant, time-bound. You break them down into work structures with milestones and key performance indicators. You check them off through rigorous monitoring and evaluation, only to set more, higher, and bigger goals.

"...but at some point, the process starts to feel hollow."

Are These Goals Truly S.M.A.R.T.?

You may have had some challenging thoughts about how progress is measured. By your self, your teams and your organization.

Your organization might proudly commit to the Sustainable Development Goals (SDGs)—a bold promise to contribute to a better world. You’ve probably broken these ambitions into SMART goals: specific, measurable, achievable, relevant, and time-bound. But here’s the question: Are these SMART goals genuinely driving meaningful impact, or do you feel sometimes as if you are merely checking boxes?

Consider this: A company sets a SMART goal to reduce its carbon emissions by 20% within five years. It looks great on paper, but in practice, teams scramble to meet the numbers while ignoring opportunities for deeper, systemic changes that could create lasting impact. The result? Short-term wins that satisfy a metric but fail to align with a broader vision of sustainability and transformation.

Or take a team leader who uses SMART goals to boost employee engagement by increasing survey scores. The goal is measurable and time-bound, but the approach focuses on superficial fixes—like "teambuilding games", pizza Fridays, movies night out—while neglecting authentic efforts to build trust, purpose, and inclusion. The survey scores might improve temporarily, but the deeper issue of disconnection remains untouched.Running Faster, Feeling Less Fulfilled

Despite the achievements, it feels like your support system is breaking down. The more you accomplish, the more drained you feel. Stakeholders may assure you that this is the best system—*“Stay productive! Focus on metrics!”*—but deep inside, something feels off.

What’s missing? Is your inner voice whispering: "Purpose... Authenticity... Alignment..."?

Do you hunger for inner fulfilment?

Before you sprint into another loop of goal setting and accomplishment, dare to pause. Dare to look in the mirror. Dare to reflect.

A Problem with "Checking Boxes"

Leaders often turn to SMART goals because they’re easy to track and manage. But when used in isolation, they can distract us from the bigger picture: Who are we? What do we stand for? And who do we aspire to be?

Goals that aren’t rooted in a clear vision or core values risk becoming hollow, draining energy rather than fueling it.

The problem is not the SMART framework itself—it’s how we apply it. When goals are divorced from purpose and values, they can lead to DUMB results.

The DUMB results

Distracting us from meaningful progress.

Unfulfilling because they lack personal or organizational resonance.

Mechanical in execution, focusing only on outcomes.

Burdensome, creating stress and burnout

You wonder: "What If Goals Could Do More?"

Imagine this: Your organization commits to the same SDG, but before setting SMART goals, you take the time to define your vision, clarify your mission, and identify your values.

You ask questions like:

• Who are we and what do we stand for beyond making financial profit?
• What impact do we want to create beyond the metrics?
• How do these goals reflect who we are as a team or organization?
• How can we ensure the process of achieving these goals fosters growth, purpose, and alignment?

Suddenly, the 20% carbon reduction goal becomes part of a larger journey toward systemic sustainability. Employee engagement isn’t about scores anymore —it’s about creating a culture where people feel seen, heard, and valued. The goals remain SMART, but now they serve as tools for purpose-driven progress rather than ends in themselves.

Rethinking Leadership Through Purposeful Goal Setting

This newsletter series is an invitation to rethink how we set goals as leaders. Over the coming newsletters, we’ll explore the deeper dimensions of goal setting:

How to align goals with your vision, mission, and values.

Why self-reflection and accepting your current state are essential before setting goals.

How to balance ambition with authenticity and avoid the ego trap.

The goal is not to abandon SMART goals but to infuse them with meaning, flexibility, and impact. (self) Leadership is about reaching milestones AND foremost it is about inspiring growth and transformation in yourself, your team, and the world around you.

Check box = on purpose :) = for current Goals

As you reflect on your current goals, ask yourself:

• Are they serving your vision, or are you serving the goals?
• Do they reflect your organization’s values, or are they just reactive metrics?
• What could change if your goals were not just SMART, but also purposeful?

The Power of Accepting Your Current State

To transform, the first commitment to make isn’t to a new set of goals. It’s to your Self. Commit to ACCEPT who you are and where you are right now. This isn’t about complacency—it’s about starting from a place of balance and truth before transforming.

Step 1: Write Down Who You Are

Start by identifying your strengths—the activities that energize and strengthen you, as defined by Marcus Buckingham. These are not just skills, but the passions that light you up and align with your core.

- What activities make you feel alive, accomplished, and whole?

- What strengths do others recognize in you?

Step 2: Identify Your Values

List your core values and your personal philosophy. What do you stand for? What principles guide your decisions? This is your compass for setting goals that matter.

Step 3: Envision Who You Are Becoming

Reflect on your best self. Who do you aspire to be? Who are you becoming in this chapter of your life? Write it down and allow yourself to dream.

Step 4: Accept Your Current State

This is the hardest part. Looking inward can feel daunting, even overwhelming. You might discover gaps between where you are and where you want to be. Accept them. Growth doesn’t come from judgment but from radical honesty and compassion toward yourself.

Charting Your Path: From Current to Future Self

Once you’ve accepted your current state, ask yourself:

What is my true self ready for?

Which steps align with my unique strengths, values, and vision?

Now, map your path into short-term, mid-term, and long-term goals:

1. Short-Term Goals: Immediate actions that align with your current strengths and values.

2. Mid-Term Goals: Growth-oriented milestones that require effort but feel achievable.

3. Long-Term Goals: Ambitions that align with your vision of your best self.

This approach ensures your goals aren’t just SMART—they’re aligned with your purpose.

The Choice: Authentic Growth vs. The Loop of SMART Goals

In today’s system, SMART goals are applauded. You might receive awards for hitting KPIs, achieving milestones, or meeting deadlines. But there are no awards for becoming truly authentic.

The path of authenticity is quieter. It requires inner work, reflection, and courage. But when you align your goals with your purpose, something shifts. You’re no longer running in a loop of endless goals—you’re moving forward with intention, clarity, and fulfillment.

Your Choice

At this time of year, when many make or adjust plans, take the opportunity to reflect on the goals you’re setting. Are they truly serving your Self, or are they feeding into a system that feels like a trap?

You have a choice. You can chase another cycle of SMART goals—or you can pause, accept where you are, and create a path that aligns with who you are becoming.

Purpose-driven goals won’t bring immediate applause, but they will bring something far more valuable: authentic growth and lasting fulfillment.

What path will you choose?Share your thoughts in the comments or send a private message in order to explore together how leaders can set goals that matter.