The Downside of SMART Goals – And What to Do Instead

Introduction

From corporate boardrooms to self‑help books, SMART goals (Specific, Measurable, Achievable, Relevant, Time‑bound) are touted as the gold standard for success. Yet growing evidence suggests that this approach can backfire. Scholars at Wharton note that ambitious goal setting can hurt productivity, damage a company’s reputation and violate ethical standards knowledge.wharton.upenn.edu. A study published by a team of psychologists warns that inappropriately set goals can lead to stress, anxiety and pressure to achieve the goal, making them counterproductive psyche.co. In this article, we unpack the pitfalls of SMART goals and propose healthier ways to set objectives.

1. The hidden costs of rigid goals

• Narrow focus and unethical behavior: Highly specific goals can cause people to ignore broader responsibilities or compromise quality. The Wharton researchers cite examples where employees sacrificed safety and quality to meet numerical targets knowledge.wharton.upenn.edu, including the Ford Pinto fiasco that resulted in deadly design flaws knowledge.wharton.upenn.edu.

• Inappropriate time horizons: Deadlines can distort priorities. The same paper notes that when managers are pressured to meet quarterly earnings goals, they often ignore long‑term strategic problems, and employees may ease up once they hit an easy target knowledge.wharton.upenn.edu.

• Psychological pressure: The Psyche article explains that SMART goals often cause feelings of stress, anxiety, worry and failure, leading people to abandon their efforts psyche.co. This pressure consumes mental resources that could be better spent on growth and creativity.

2. Why we still gravitate toward SMART goals

• Simplicity and memorability: The acronym is easy to remember and feels practical. It appears to offer a clear recipe for success, which is why many organizations embed it into performance reviews and training programs.

• Measurable results: In some contexts (e.g., tracking short‑term sales or exercise routines), specific and time‑bound goals can improve performance. The challenge is discerning when this approach is helpful and when it is harmful.

3. Better alternatives: open, learning and values‑based goals

• Open goals: These invite exploration and flexibility. Research suggests they can reduce pressure and increase confidence, enjoyment and motivation psyche.co. Instead of “close three deals by June,” try “see how many potential partners you can engage this quarter.”

• Learning goals: Focus on skill acquisition rather than outcomes. For example, “experiment with two new marketing channels this month.” Goal‑setting theory shows that learning goals are effective when you’re tackling a new or complex task psyche.co.

• Values‑based, directional goals: Ground your objectives in purpose and direction rather than metrics. Align them with your personal brand to ensure they remain meaningful and adaptable.

4. How to transition away from SMART goals

1. Audit your existing goals: Identify which ones feel stressful or misaligned. Consider whether a strict timeline is genuinely necessary.

2. Refocus on intention and habit: Convert outcome‑oriented goals into habits or systems. For instance, “write daily for 20 minutes” instead of “finish a book manuscript by December.”

3. Monitor progress without judgment: Use reflective journaling or periodic reviews to track your growth. Celebrate progress and adjust direction as needed.

Conclusion

SMART goals have their place, but they’re not a one‑size‑fits‑all solution. When misapplied, they can cause undue stress and narrow your vision. By embracing open, learning and values‑based goals, you’ll cultivate a growth mindset that fuels sustainable success. For a guided approach to aligning your goals with your personal brand and professional positioning, check out our pillar page and consider joining the KNOWN Collective for community support nextknown.vip.