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Mark Buskbjerg

Dansk

Setting goals

The SMART Model

A practical guide to setting goals that move your project forward.

A great goal is like a great compass. It helps you find your direction – and keeps you on track when the wind picks up.

The SMART model is one of the most widely used tools in project management for turning big ambitions into real, achievable actions. It works just as well for team goals as it does for personal ones.

In this article, we’ll dive into how to actually use the model – and how to make your goals meaningful, both on paper and in practice.

What is the SMART model?

SMART is an acronym – each letter stands for a quality your goal should have:

  • S: Specific – What exactly do you want to achieve?

  • M: Measurable – How will you know when you’ve made it?

  • A: Attractive – Why is this goal worth fighting for?

  • R: Realistic – Is it doable with what you’ve got?

  • T: Time-bound – When will it happen?

How to use the SMART model

Let’s break it down – and shake off the stiff consultant vibes while we’re at it.

Specific: Spell it out

A goal like “I want to be the best leader” sounds nice and all. But let’s be honest – it’s as fluffy as cotton candy. What does it actually mean?

Try this instead:

“I want to improve employee satisfaction by 3 percentage points by next year’s survey.”

Now you’ve got a clear target – something you can act on.

Measurable: When are you done?

A goal without clear success criteria is like a treasure hunt with no map. You’ve got to know what “done” looks like.

Measurability matters – even if your goal is more soft-skills focused. For example:

“I want to feel more confident as a facilitator.” → “I’ll facilitate three sessions and get feedback from participants before June 1.”

Attractive: Do you want this – or just feel like you should?

Motivation is fuel. If your goal exists mainly because your boss told you so, good luck sticking to it when things get rough.

You need to feel why this goal matters. You need to want it – not just think you should want it.

Try asking yourself:

What’s the best thing that could happen if I reach this goal?

Realistic: Dream big – plan better

Ambitious goals are great. But they still need a reality check. This isn’t about lowering the bar – it’s about knowing the terrain.

Ask yourself:

Do I have the resources and skills I need?

What obstacles might pop up?

Can I remove or work around them?

A realistic goal is one you can actually reach – maybe not without effort, but without completely burning out along the way.

Time-bound: Put a date on it

“Sometime,” “later,” and “eventually” are deadline disasters. When you pick a real date, everything shifts.

“I’ll send my draft report by Tuesday the 12th at 3 PM.”

Boom. Now you’ve got direction, momentum – and something to hold yourself accountable to.

Why bother setting goals in the first place?

Because goals help you:

  • Focus your energy

  • Stay motivated

  • Say yes (and no) with more clarity

  • Turn ideas into actual action

Goals help you choose what to pursue – and just as importantly, what to let go of.

Why use the SMART model?

Most people are pretty good at setting goals. Fewer are good at reaching them.

SMART helps you get specific. It helps you tell the difference between a nice-to-have and a must-have. It makes you think about reality and motivation at the same time.

Or, to put it another way:

SMART turns your goals into launchpads – not just fancy words in a PowerPoint.

But maybe reaching the goal isn’t the whole point

Let’s shake things up for a sec:

What if the point of your goal isn’t to reach it?

Sounds weird, right? Stick with me.

A good goal should get you moving. It should spark action, get you experimenting, learning, adjusting. Because once you start moving – that’s when the good stuff happens.

You notice new opportunities you didn’t see from the starting line. You develop skills you didn’t know you needed. And sometimes, you end up somewhere even better than you originally planned.

A goal isn’t just a destination. It’s a doorway. One that creaks open and says: “Come on in – let’s see where this leads.”

So whether you hit the exact target or not? That matters less than the fact that you started.

How to find the goal behind your goal

The goals we set are often just the tip of the iceberg. The real motivation lies underneath.

Here’s a quick trick:

Ask yourself “Why?” – not once, but five times in a row.

I want to write an article about User Experience Design. Why? To share my knowledge. Why? So others can benefit from my experience. Why? Because I miss the feeling of making a difference. Why? Because that gives meaning to my work. Why? Because I want to feel proud of what I do.

Once you know the goal behind the goal, staying motivated gets a whole lot easier.

SMART goals and coaching-style leadership

SMART isn’t just a self-management tool. It’s gold in development talks and coaching sessions.

When you’re setting goals with team members, SMART helps you:

  • Create a shared understanding

  • Turn vague wishes into clear targets

  • Follow up in a way that actually makes sense

Who came up with the SMART model?

Fun fact: The SMART framework was first introduced by George T. Doran in 1981. A lot of people know it from coaching, especially when it’s used together with the GROW model.