15 SMART Leadership Goals Examples to Inspire and Motivate Growth

The best leaders set clear, measurable objectives. They understand the power of specificity and the value of tracking progress. SMART leadership goals provide the foundation for growth and success, not just for leaders but for entire teams.

Discover 15 practical examples of SMART leadership goals that managers can adopt to drive personal and team success, including improving emotional intelligence, enhancing delegation, and increasing employee engagement. We have added a mix of short-term leadership goals (e.g., covering six weeks) and long-term goals (covering at least a year).

‍Leadership SMART goals examples for managers and leaders

When you make goals SMART, they move from fuzzy aspirations to observable realities. Leadership SMART goals are those that are:

• Specific: Goals are clearly defined and unambiguous, leaving no room for misinterpretation
• Measurable: Relevant stakeholders track progress by breaking the goal into measurable milestones, ensuring that each step forward is visible and quantifiable
• Achievable: While goals should be challenging, they must remain realistic to avoid the pitfalls of overambition, which can lead to frustration or disruption
• Relevant: Goals align with the organization’s broader objectives, ensuring they contribute directly to the primary mission rather than diverting focus
• Time-bound: Every goal is tied to a specific deadline, ensuring progress within a clearly defined timeframe rather than being postponed indefinitely

1. Learn to deal with constructive criticism

S–Specific: Learn to take constructive feedback without becoming defensive or argumentative.

M–Measurable: Track incidents where you can take constructive criticism without reacting defensively. Note down each time it happens and how you react. You’ll be able to see the changes over time.

A–Achievable: This leadership goal is attainable because learning to effectively deal with constructive criticism is a skill leaders can develop through practice, self-reflection, and an open mindset.

You’ll know you have achieved this goal when you take more than one piece of feedback positively.

R–Relevant: This goal is relevant because effectively dealing with constructive criticism is a crucial leadership skill that enables a leader to accept feedback, learn from it, and make necessary improvements, which in turn fosters a positive work environment, enhances team performance, and contributes to overall organizational success.

T–Time-bound: Complete learning and practicing this skill within the next six months.

2. Learn to give constructive feedback

S: Learn to give constructive feedback clearly and directly without being condescending or demeaning. Receiving and giving feedback are complementary but different skills. Nevertheless, both are important in leading effectively.

M: Track incidents where you give constructive feedback effectively without causing negative emotions or hurting the recipient’s self-esteem. Ask for feedback on your feedback to make sure your team members are learning, not hurting. You can record employee perceptions with a short feedback survey.

Tip: We recommend using a numeric scale showing positive - neutral - negative feelings.

You’ll know you have achieved this goal when you give at least three pieces of constructive feedback without causing any negative responses.

A: Learning to give constructive feedback within the next three months is attainable because it is a skill that can be developed through practice, self-awareness, and by learning and applying specific techniques for clear, respectful communication.

R: Giving constructive feedback is essential for improving team performance and helping employees grow.

T: Complete learning and practicing this skill within the next three months.

3. Build relationships within your team

S: Good leadership means fostering relationships with your team members, understanding their strengths and weaknesses, and guiding them toward success. Develop personal relationships with each team member, understanding their backgrounds, career aspirations, and interests outside work.

• Make this happen through specific meeting activities
• Arrange one walk-and-talk per employee monthly to build connections through non-work conversations in a relaxed environment

M: While we can’t quantify relationship dynamics, your efforts to build them certainly can. You can measure your progress by the number of one-on-one weekly meetings and team bonding sessions.

A: This goal is attainable because building strong relationships within the team can be achieved through consistent, intentional efforts such as one-on-one meetings, team bonding activities, and open communication. All of these activities will create personal connections and foster a supportive work environment.

‍R: Building relationships within your team is essential for creating a positive work environment and increasing productivity.

T: Complete this goal within the next six months, sticking to the planned number of intra-team bonding sessions per month.

4. Become more adaptable to change

S: This SMART goal focuses on being able to roll with the punches and come up with solutions in new or unexpected situations.

The main objective is learning to analyze a changing situation and developing innovative solutions quickly.

M: Complete a change leadership training course and track the times you’ve successfully navigated unexpected changes or challenges, as reported by your team members.

A: This goal is attainable because, with proactive learning, practice, and an open mindset, you can develop the skills needed to effectively adapt and respond to various changes and challenges.

R: Flexibility and adaptability are crucial skills for leaders as markets and businesses constantly evolve. Adapting to change is vital for staying ahead in a competitive market and maintaining a successful team.

T: Complete this goal within the next six months, continuously seeking opportunities to improve adaptability in various situations.

5. Build internal talent

S: Helping your employees with their career progression is not only good for your team, but it’s also beneficial for the company as a whole. Being mindful and systematic about building internal talent can be highly beneficial.

• Research and implement career development resources for your team members. Some examples of development resources are mentorship programs, training opportunities, and individualized career plans
• Collaborate with HR and People Ops to identify competence development and training needs and make appropriate plans for the individuals in question

M: Track the number of team members that utilize these resources and report growth in upskilling, reskilling, completed training courses, and promotions. You’ve achieved this goal when each of your team members has achieved a career development goal.

A: This goal is attainable because investing time and effort into identifying and providing career development resources can empower team members to grow professionally, thereby improving the overall talent pool and success of the company.

R: Building internal talent helps retain top-performing employees while also improving the overall talent pool within the company.

T: Complete this goal within one year.

6. Become more comfortable delegating tasks

S: Reach a point where you can delegate tasks that are more substantial than basic admin without feeling anxious or having to micro-manage them.

M: Track the number of tasks you delegate and their success rate. Note down feedback from your team members on how comfortable they feel taking on delegated tasks.

You’ve achieved this goal when you consistently delegate tasks without causing any negative impact on project progress or having to check in on employees constantly.

A: Becoming more comfortable delegating tasks within the next six months is attainable because it involves trust-building, communication improvement, and understanding the strengths and capabilities of team members.

R: Delegating helps create a healthy, balanced workload for a leader and allows team members to develop by taking on new responsibilities.

Many leaders struggle to delegate tasks and end up overburdening themselves. Therefore, it’s essential to trust your team members and allow them to take ownership of tasks and projects in your stead.

T: Aim to reach this point within the next six months, delegating tasks appropriately to benefit your work and the team.

7. Improve systems for knowledge sharing within your team

To work effectively as a team, you need systems for sharing knowledge and resources – whether that’s software tools, processes to follow, or a combination of both.

S: Implement an organized method for sharing documents, notes, and meeting takeaways within the team. This could be done by using a shared drive or specific project management software.

M: Track the number of times my team members need help finding documented information and record file numbers, logins, or other usage metrics for the new tools.

You’ve achieved this goal when there’s a noticeable reduction in team members being unable to find information.

A: Improving knowledge-sharing systems within a team within six weeks is attainable because it requires planning, organization, and the adoption of appropriate tools or processes. All of these tasks are attainable with the right strategy and team collaboration.

R: Effective knowledge sharing helps streamline work processes and eliminates unnecessary barriers – great for overall productivity.

T: Roll out this project within the next six weeks, getting everyone trained on the technical systems and operational processes to make it work efficiently.

8. Recognize your team’s efforts and successes

S: Identify opportunities for individual or team recognition – like announcements, specific awards, and rewards, or celebrating success during team meetings – and do them regularly over a specific time frame.

This goal involves not just acknowledging your team’s hard work but finding ways to celebrate their achievements, too.

M: Track the number of times your team members receive recognition and any feedback they provide on feeling appreciated for their work.

You’ve achieved this goal when your team consistently feels recognized and valued for their efforts and contributions. We’ll call that a success when we’re regularly celebrating wins each month.

A: Recognizing each team member’s efforts and successes at least once over the next month is attainable because it involves being observant, appreciative, and intentional in identifying and acknowledging the contributions of your team members.

R: Acknowledging team efforts helps improve overall job satisfaction and contributes to a productive workforce.

People lose motivation if they don’t get recognition for their efforts. Over time, your inspirational speeches or harsh discipline will lose their effects if there’s no positive reinforcement alongside it.

T: Aim to provide recognition to each employee at least once a month, seeking opportunities to recognize your team members for their hard work.

9. Run more effective meetings

S: This leadership SMART goal example clearly outlines the desired outcome of running more effective meetings within a set time frame by using concrete strategies, such as implementing agendas and time limits, to keep the team focused and engaged.

M: Track the number of times you go over the allotted time for a meeting, as well as feedback from team members on their experiences. These should improve over time.

You’ve achieved this goal when your team consistently stays within the designated time frames for meetings and their opinion scores are at least 80% positive.

A: This goal is achievable because implementing clear agendas and time limits is a practical strategy that can be easily incorporated into meeting planning and execution. The result will be more focused and efficient discussions without requiring significant resources or drastic changes.

R: Meetings can be a waste of time if you don’t manage and plan them properly. Too often, they could have been an email or Slack message.

But removing meetings entirely would take away valuable opportunities for building relationships. So this goal will ensure that you increase the utility of your meetings and that everyone stays focused on the tasks at hand.

T: Roll out this project within the next two months.

10. Enhance communication skills

Keeping goals realistic is essential here because this skill can seem quite abstract. So this goal will lead to real change in the way you communicate with your team.

S: This goal is specific because it sets a clear objective of completing a communication training course with a set timeline. There are specific actions to undertake and a concrete measure of success.

Go through effective communication training to improve your communication skills. During regular check-ins with each team member, seek feedback on your communication.

M: Track the feedback you get from my team and journal your experiences to record progress.

You’ve achieved this goal when consistently getting good feedback, resolving conflicts effectively, and demonstrating improved communication skills.

A: This goal is attainable because communication training courses are widely available and can provide valuable tools and techniques to enhance one’s communication skills, while the regular check-ins with team members allow for ongoing feedback and adjustments, facilitating steady progress towards the desired satisfaction rate and improved team dynamics.

R: Clear and effective communication is crucial for any successful team, whether staying on top of shared tasks, resolving conflicts, or collaborating creatively. Enhanced communication from managers leads to a more cohesive and productive team, so it’s undoubtedly worth improving.

T: Within the prescribed six months, check in with each team member at least once a month, seeking feedback on improving communication within the team.

11. Implement a department-wide coaching program

S: This leader wants to create a departmental coaching program to enhance team performance and employee growth.

M: Measure the number of certified in-house coaches and the regularity of coaching sessions for all team members.

A: With appropriate resources and commitment, this is an achievable goal. You achieved this goal when you completed the training of three in-house coaches, and all team members participated in weekly coaching sessions.

R: Implementing a coaching program can foster employee development and improve overall team performance.

T: The deadline for this goal is the end of Q3.

12. Establish team milestones

S: You aim to enhance team performance by creating clear milestones and breaking down projects.

M: This goal will be measured by improving team performance and project completion rates.

A: This goal is achievable, as breaking down projects can help teams stay organized and focused.

R: Improved team performance will lead to increased productivity and better project outcomes.

T: The deadline for this goal is the end of Q3.

13. Boost team engagement score

S: You aim to boost team engagement by implementing strategies that foster a positive work environment.

M: You will measure team engagement scores through employee engagement surveys.

A: Raising the team engagement score by 20% within six months is attainable because conducting regular one-on-one meetings, recognizing team members’ achievements, and providing opportunities for professional growth are actionable strategies that can increase employee satisfaction and engagement.

R: Raising team engagement scores will lead to a more motivated, productive, and satisfied workforce.

T: The deadline for this goal is within six months.

14. Enhance emotional intelligence competency

S: You aim to improve your emotional intelligence to promote a healthier team dynamic.

M: This goal will be measured through the completion of the development course and noticeable improvements in team communication.

A: Improving emotional intelligence within three months is attainable because attending a professional development course provides the knowledge and techniques to enhance self-awareness, empathy, and communication skills. At the end of the training program, you can use these newly acquired skills to foster better relationships within the team.

R: Enhancing emotional intelligence will lead to stronger relationships and increased team cohesion.

T: The deadline for this goal is within the next three months.

15. Complete a conflict resolution training

S: You aim to strengthen your conflict resolution skills by completing a training course.

M: This goal will be measured through the completion of the course and a reduction in team conflicts.

A: Two months is a sensible time frame to complete such a course.

R: Improved conflict resolution skills will lead to a more harmonious and collaborative team atmosphere.

T: The deadline for this goal is within the next two months.

Best practices for setting leadership SMART goals

The exact way to implement SMART goals for leaders in your organization will be specific to you. It depends on your company setup, development frameworks, objectives, etc.

That said, some best practices apply to any situation. Here are some of the best ways to get the most out of the SMART framework for leadership.

1. Identify opportunities and threats first

Understanding potential challenges and planning for various scenarios is essential. While optimism is valuable, it should be balanced with realistic expectations (the ‘A’ in SMART stands for achievable).

A well-prepared contingency plan will help you stay on course, even if setbacks occur.

2. Make goals contribute to company‍ growth

While personal development is important, it’s crucial not to lose sight of the organization’s broader objectives. Align your goals with the company’s mission and vision to ensure that individual achievements support overall growth.

3. Set medium- and long-term goals‍

Although short-term goals may seem more manageable, focusing on medium- and long-term objectives fosters a more sustainable path to success.

The SMART framework can be effectively applied over any timeline, promoting continuous progress.

4. Involve team members in the goal-setting processes‍

Engaging your team in setting leadership goals can enhance morale, performance, and a sense of ownership. This collaborative approach strengthens the team dynamic and ensures that the goals align with the team’s needs and capabilities.

5. Incorporate goal-setting into regular performance reviews

Regularly reviewing and revisiting goals increases the likelihood of achieving them. Discussing goals during development conversations—focused on future career ambitions and growth opportunities—provides a forward-looking approach that complements traditional performance evaluations.

During their quarterly performance reviews, they revisit this goal with their supervisor, discussing progress and adjusting the plan as needed. They also incorporate this goal into development conversations, exploring how these new skills can be applied to future leadership roles within the company, ensuring continuous alignment with long-term career growth.

Leaders and their teams set SMART goals with Deel Engage

Deel Engage’s talent management suite can streamline SMART goals setting and tracking by:

• Customizing the platform to fit the structure of your goal-setting framework
• Defining parent goals and sub-goals so that every individual, manager, and department stays accountable
• Assigning timeframes to each goal
• Using employee goals to add more context to 1:1 meetings and performance reviews
• Managing all employees’ goals from a centralized location

Additionally, Deel HR, our truly global HRIS solution, is always included for free.

Book a demo today to see how our solutions will help you build a high-performance workforce.