Leadership SMART Goals and Examples of Leadership Goals

In what part of your goals can you make a success? If your goal is to inspire, what will need improvement to achieve it? Are you offering your people excellent feedback, material incentives, or a smiley face? When do you want to improve communication, and what aspect will you need to change? Is it the email communication you are failing to use, or is your verbal direction falling? Maybe it is the clarity or pitch of your interaction with your team.

Use the metrics to know you have met your goal. There are no metrics to measure leadership or inspiration or other soft skills. How do you resolve the problem and learn if your team was inspired? You can create measures starting back recollecting information from your workforce. Use the feedback and the information from questionaries. What data you are going to collect is something that you have to know.     

To set goals on soft skills, you need first to learn the situation before you start to do anything about those skills. To know if you improved, you will need a base to refer to; otherwise, how can you see if you are better or worse? For example, if your goal is to reduce being questioned by your team.

You need to know the level of questioning before you make any changes to improve the questions by the team. You better have the data about the number of questions at present. You can measure this information when applying the new approach that you think will improve the situation. Knowing the starting level and accumulating the quantities of questions along the time of your improvement project.

 Smart Goals Examples of Leadership

Below are a few examples of SMART goals set around improving leadership skills.

A simple example will show you how to convert an immeasurable skill into a measurable one. You take the starting point of 100 questions a month and compare it to the six months of your project when the questions were reduced to 65 inquiries a month. 

Goal: To Inspire and Motivate Team Members

• Specific: To inspire and motivate group members to raise production by 25%  and morale as the team members indicated in their feedback. 

• Measurable: Productivity was increased by 25 %, and group members reported on the satisfaction survey. 

• Attainable: Project management tools and training were provided to the team to support the project.  An atmosphere of collaboration was fostered among the group members. Constructive and positive feedback was provided during weekly check-ins with the group.

• Relevant: When the team members were inspired. Productivity and morale were increased, as well as the number of completed projects. And the time off and time of unfocusing by the group members. 

• Timeliness: In six months achieve a 25% improvement in completing a project and show work satisfaction on the reports. 

Goal: Communication Improvement of the Team

• Specific: Developing presentation skills yield 30% fewer questions at team meetings.  

• Measurable: Reduction of 30% of questions at the meetings.  

• Attainable: Attend a mentoring workshop on presentation skills and join Toastmasters.

• Relevant: Developing your presentation skills can make more precise and comprehensive presentations. That will save time for answering questions or correcting mistakes made due to a lack of understanding.   

• Timeliness:  Improvement of 30% in communication time at meetings in six months.

While you are working on achieving the goals, assess the progress you are making. “Plans are the base for changes” if something is not going as you were expecting, make the necessary changes. For example, if you feel that the weekly meetings create more stress for your group than inspiration. Or it became a micromanaging issue, change the way you manage the meeting by some group dynamics or cancel it.   

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