Fixing the ‘R’ in SMART Goals

In this episode of The Leaders Kitbag, we’re demystifying SMART goals, specifically the part nearly everyone gets wrong.

Many leaders talk about SMART goals, but very few apply them correctly, especially when it comes to the “R”.

Spoiler alert: it’s not ”realistic”.

Listen in to find out the real meaning of the “R”, how it changes the effectiveness of your goals, and what to do instead.

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Podcast Transcript: Using Open Questions in Leadership 

In today’s episode of The Leader’s Kitbag, we’re talking about SMART goals.  

We’ve all heard of them. Many of us claim to use them, and at the same time, many of us don’t actually use them correctly. 

That’s why I want to share with you the number one mistake most leaders and managers make when setting goals using the SMART acronym… and what to do about it. 

As I said, we’ve all heard of them, but are you actually using them correctly? 

It all goes pretty well until we get to the “R” of the acronym. That’s where it gets a little confusing. 

Let’s start with a real example of a good SMART goal, the kind I often hear people create at the end of one of my leadership programmes: (https://www.ben-morton.com/training/)  

“By the end of Q3, I will delegate at least one significant task or project per month to a member of my team, in order to free up four hours per month for more strategic work.” 

Let’s break that down: 

Specific – It clearly states what they will do: delegate a significant task or project.

Measurable – One per month. 

Achievable – Yes, assuming they have tasks to delegate and a capable team. 

Then we get to the “R”… 

Here’s where the confusion usually lies. 

Most people say the “R” stands for realistic. But how is realistic any different to achievable? 

They’re synonyms. 

So using “realistic” at this stage is just repeating ourselves. 

The “R” in SMART goals is not realistic. It’s relevant. 

Is the goal relevant to the individual?
Is it aligned with their overall objectives?
Is it relevant to what the team is trying to achieve?
Does it support their personal or professional development? 

In this case, absolutely. It’s about their growth as a leader, delegating more in order to step up and do more strategic work. 

So it is relevant. 

That’s the key point: the R is relevant.  

And then finally, we’ve got the “T”: Time-bound. 

This part most people get right. All great goals need a clear target or deadline. 

In our example, we’ve got “by the end of Q3,” with the added time-based component of one significant task per month. There’s also a clearly defined outcome: four extra hours a month to spend on more strategic priorities. 

So, there you have it, the correct way to use SMART goals. 

They need to be:  

• Specific 

• Measurable 

• Achievable 

• Relevant 

• Time-bound 

Before you go, here’s a challenge: set yourself a SMART goal based on something you want to achieve that’s linked to your personal or professional development. 

And if you’d like a bit of shared accountability, post your goal in the comments wherever you’re watching or listening to this episode. 

If you need support with training, coaching or speaking, you know where to find me. chat@ben-morton.com.