We’ve all seen goal setting go wrong.
Maybe the target was too vague. Maybe it was so unrealistic it killed motivation before it started. Or maybe the team got so caught up in ‘delivery’ they forgot what they were even aiming for.
At Elev-8, we work with managers who want to turn goals into growth. And one truth holds across every sector: goals aren’t magic. They only work when they’re clear, motivating, and grounded in reality.
Why this matters
Setting goals is easy. Setting the right goals? That’s a skill!
Poor goals lead to frustration and underperformance. They cause confusion, erode trust, and disconnect people from purpose. But when goals are clear and connected to personal motivators, everything changes. Performance goes up. Engagement improves. People stretch themselves, and they stick with it.
That’s why we help managers balance challenge with achievability, and make the process just as important as the outcome.
A quick pulse-check
- Are your team’s goals specific and motivating, or vague and overwhelming?
- Do you spend more time chasing outcomes than supporting the process?
- Are goals regularly reviewed and refined, or are they set and forgotten?
If any of those sting, you’re not alone. Most goal-setting problems aren’t about people…. they’re about structure.
Try this with your team: the GPS method
Forget SMART as a standalone. To really power performance, use the GPS approach: Goal, Process, Support.
1. Goal
Start with curiosity. Ask questions like:
- “What do you want to develop or achieve this quarter?”
- “What impact are you aiming to make?”
Check alignment to team and business priorities, then shape the goal to be SMART.
2. Process
Break it down. Ask:
- “What specific steps will get us there?”
- “What might get in the way—and how will you respond?”
- “What checkpoints do we need to stay on track?”
3. Support
Make it a team effort:
- “What support do you need from me or others?”
- “How often should we check in?”
- “How will we celebrate progress?”
This keeps the focus on learning and momentum, not just performance reviews.
Final thought – Structure builds belief
When goals are clear and progress is visible, people start to believe in their own potential. That’s where confidence grows. That’s where commitment sticks.
At Elev-8, we believe goals shouldn’t feel like pressure—they should feel like purpose. And when you set them right, your team won’t just deliver more. They’ll grow more too.
Want to go deeper?
Goal setting is one of 30+ proven, practical sessions in our Ready to Go suite of management development topics. Built to help your managers lead with clarity, consistency, and care.
