Unravelling the SMART Goals Paradox: Can They Restrict Your Success?

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The SMART goal framework that many of us learned in schools, workplaces, and self-help books may actually hinder performance, particularly in situations that require flexibility and creativity.

While it is effective for specific tasks, increasing evidence suggests that it can cause more harm than good, often more than we initially recognised.

To clarify: SMART goals are well-suited to routine tasks with clear metrics, such as meeting sales targets, completing weekly reports, or managing administrative responsibilities. These tasks depend on precision and consistency. However, when it comes to creative work and complex learning—which often involve brainstorming, experimentation, and new approaches—rigid goals can limit your thinking and stifle innovation.

A study with nearly 250 participants found that those with strict SMART targets performed no better than those given the freedom to explore and experiment on innovative tasks. The key takeaway? It's time to move away from a one-size-fits-all approach to goal-setting. Instead, tailor your goals to the nature of your work: set specific, challenging goals for routine, predictable tasks, and focus on learning objectives that encourage exploration and growth for creative or new endeavours.

Remember, your goals are not failing you due to a lack of discipline; they might be inappropriate for the work you're trying to accomplish. Understanding this can help you be more adaptable and effective in achieving your objectives.

Research:

Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705-717.

Pietsch, S., Riddell, H., Semmler, C., Ntoumanis, N., & Gucciardi, D. F. (2024). SMART goals are no more effective for creative performance than do-your-best goals or non-specific, exploratory 'open goals'. Educational Psychology, 44(8), 946-962.