What to do when your boss gives you an unrealistic goal

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“There's strong data that, within companies, the No. 1 reason for ethical violations is the pressure to meet expectations, sometimes unrealistic expectations.” -? Stephen Covey

Ponder this…

Bold goals have long been the hallmark of great achievement—scaling Everest, landing on the moon, pushing the boundaries of AI. These accomplishments didn’t happen by chance–they started as ambitious stretch goals. When used effectively, stretch goals can ignite innovation and propel us forward.

But bigger isn’t always better. Research shows that while ambitious goals drive effort and performance, they can also backfire. When the bar is set too high—beyond what’s feasible—stretch goals don’t inspire; they demoralize. They push teams toward burnout, encourage reckless decision-making, and, in some cases, foster unethical behavior. However, stretch goals remain deeply embedded in corporate culture, creating a wide gap between expectation and what’s realistically achievable.

So, when you’re handed an impossible goal, how do you respond? Here’s how to navigate the pressure while maintaining focus, integrity, and impact.

Try to understand the broader context?

Your boss may set an unrealistic goal for several reasons—they may be driven by bold aspirations and the popular notion of “big, hairy, audacious goals,” or are simply too disconnected from day-to-day operations to understand the logistical challenges. In some cases, they know the goal is unrealistic, but are responding to outside pressure.

Understanding how your boss set the goal is key to determining your next steps. Ask questions like, “What led to this goal?” or “What pressures are driving it?” to uncover assumptions, feasibility, and priorities. Don’t respond to the request immediately. Instead, request a follow-up meeting, saying something like “I’d like to give this goal the thoughtful consideration it deserves and then get back to you,” or “I need to gather some data to better understand the scope and impact of this goal. Can we reconvene once I’ve done that?”

Imagine possible solutions

Seemingly impossible goals can feel overwhelming, triggering frustration, anxiety, or even a sense of unfairness. While these emotions are natural, they can cloud your ability to think strategically and creatively.?

Instead of fixating on the difficulty of the goal, shift your mindset from “what” to “how” to activate problem-solving. Imagine yourself six months or a year from now, having successfully achieved the goal—then ask, “What steps got me there?” Alternatively, reverse brainstorming potential failures can highlight key obstacles and inspire solutions to overcome them, and? breaking the goal into smaller milestones can make it more manageable. Finally, seek outside perspectives; fresh insights from colleagues, mentors, or team members can uncover solutions you hadn’t considered.

Identify and document the challenges

With a clear understanding of the goal’s origins, the next step is to gather concrete data to support your case. Identify key obstacles and resource gaps—whether additional time, budget, or personnel are needed—and quantify these requirements.?

Use benchmarks to highlight feasibility–like my client Raj, a Chief of Staff, who successfully pushed back on his CEO by citing data showing that successful culture shifts take at least a year. Also, consider the broader impact on workload, stress, and retention– just as Francesca, an SVP of sales and another client, did when she demonstrated how an unrealistic revenue target would strain hiring and retention. Finally, outline the solutions you’ve identified, whether it’s adjusting timelines, securing resources, or reprioritizing projects. Documenting these insights creates both a strategic roadmap and a compelling case for leadership discussions.

Manage your boss’ expectations

When you follow up with your manager, be transparent and data-driven. Clearly explain the obstacles standing in the way of achieving the goal, and back up your analysis with solid evidence. Present the solutions you’ve considered, and offer potential trade-offs or alternatives, such as different ways to achieve the goal, new resource needs, or adjustments to existing workstreams. For example, Emily, a head of product development, was tasked with accelerating a software launch. She presented a thorough risk assessment, highlighting issues like potential bugs and customer dissatisfaction, and proposed a less aggressive timeline that still allowed for necessary testing—ultimately securing the extension she needed.

If your boss pushes back, stay firm in your assessment, but remain solution-oriented and collaborative. You might say, “I share your desire to meet this goal, but based on my analysis, I believe it’s unrealistic. Can you walk me through how you arrived at a different conclusion?” If the goal comes from higher up the chain, acknowledge the pressures your boss is facing as well.?

It can be uncomfortable to challenge your manager, but presenting facts and solutions with respect and professionalism will help you both find the best path forward. After all, the alternative—failing to meet the goal, facing burnout, or creating a tense environment—benefits no one.

Navigate unyielding objectives

Ideally, you’ll be able to negotiate a more realistic objective. However, if your boss remains firm, embrace the challenge. Document your efforts and keep your boss updated on your progress. Even if the goal isn’t modified upfront, you may have an opportunity to revisit it later, and having a thorough record of your actions will support your case if you need to explain why the goal wasn’t met.

As you work toward the goal, make sure you have social support to help you manage the stress and demands. Don’t be hard on yourself if the goal proves to be unrealistic. It can also help to clarify the consequences of missing the target—if there’s no significant penalty, it may alleviate some stress. However, if you find yourself repeatedly facing unattainable objectives and the toll becomes too great, it may be time to reevaluate your path. In the meantime, continue giving your best and upholding your high standards. When the moment comes to move on, you’ll do so with confidence, knowing you gave it your all.

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Emotionally Charged blends science and strategy, providing leaders and managers with the tools to navigate today’s emotionally-taxing workplace. Buy it for yourself, and share it with the leaders in your life!

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