As the year unfolds, the goals you set with optimism in January may already feel distant. New Year’s resolutions lose momentum, corporate teams reassess priorities, and school leaders navigate shifting demands with a school year’s end just months away. Despite careful planning—often using the SMART goal framework—you may find that enthusiasm fades when faced with the realities of execution. Why does this happen? The answer lies in the limitations of SMART goals alone, and why a WISE addition could make all the difference.
SMART goals have been a cornerstone of goal-setting for many years, emphasizing specificity, measurability, achievability, relevance, and time-bound objectives. However, despite their widespread use, research suggests that SMART goals alone may not be enough to ensure success. The gap between “trying” and “doing”—or between intention and achievement—often highlights the need to focus on the process of achieving goals rather than just setting them.
Process-Related Factors in Goal Achievement
Setting goals is the first step, but following through requires more than good intentions. Even with a clear goal and plan, obstacles can arise. Without the right strategies in place, these challenges can stall momentum and make success feel out of reach. Research highlights several common factors that influence whether a goal is achieved or abandoned, including:
- Lack of Motivation: Your goals must align with personal values and long-term aspirations to maintain enthusiasm and commitment. Research by Deci and Ryan (2000) highlights the role of intrinsic motivation in goal achievement.
- Insufficient Accountability Structures: Regular check-ins and external support are crucial for staying on track. Gollwitzer and Sheeran (2018) discuss the role of implementation intentions in enhancing accountability.
- Inadequate Progress Monitoring: Without regular assessment and adjustments, you risk losing alignment with your goal. More recent discussions on agile methodologies emphasize continuous feedback loops in organizational settings.
- Unrealistic Expectations: Balancing ambition with realistic assessments of resources and constraints is vital, especially in dynamic environments, as noted by Klein et al. (1999).
- Neglecting Barriers: If you don’t proactively address cognitive, emotional, behavioral, and practical barriers, they can derail your progress. Bandura’s (1997) work on self-efficacy remains influential, while newer research explores emotional intelligence and its impact on goal achievement.
Introducing WISE
To address these process-related factors, consider adding WISE—an acronym that highlights the crucial elements of the goal-achieving process—to the well-known SMART framework.
W – Why
The first step in the WISE framework is understanding why a goal matters. This requires thoughtful reflection on the deeper reasons behind your desire to achieve it. Ask yourself:
- Why is this goal important—to you, your team, or your organization?
- Why is it needed or desired?
- How does it align with larger objectives or long-term aspirations?
Clearly defining your “why” helps ensure that your goals align with personal, professional, and organizational values, fostering intrinsic motivation and long-term commitment. However, even the most meaningful goals can get lost in the shuffle of competing priorities. Without intentional visibility and prioritization, it’s easy to lose sight of why you set certain goals in the first place.
I – Introspection with Intention
This step involves identifying the cognitive, emotional, and behavioral patterns that have either supported or hindered your past goal achievement. You need self-awareness and a willingness to harness helpful tendencies while intentionally countering habits that undermine progress.
For individuals, this means recognizing personal strengths and challenges that influence goal attainment. For teams, this process can be even more complex, as certain patterns of team functioning may never have been openly addressed. Consider:
- Strengths and challenges: What personal or team strengths can you leverage? What recurring obstacles need attention?
- Patterns of thought, emotion, or behavior: Which habits, mindsets, or reactions have shaped your past successes or setbacks?
- Personal and professional dynamics: How does your environment—whether personal circumstances or team culture—affect goal achievement?
To effectively apply intentional action to your awareness, create statements that acknowledge these patterns and outline strategies to address them.
Individual examples include:
- I tend to say “yes” to too many commitments, which spreads me too thin. I will evaluate new opportunities carefully, prioritize those that align with my goals, and say “no” to others.
- I am a strong communicator and motivator, but I sometimes assume others share my enthusiasm. I will check in regularly to ensure alignment and provide support where needed.
- I am naturally disciplined and stay on track with my goals, but I sometimes expect the same from others. I will use my discipline to support and guide teammates rather than judge their pace.
Team examples include:
- Certain team members are pessimistic, which affects morale. I will address negativity directly—either one-on-one or in a group setting.
- Our team often sets ambitious goals but fails to track progress. We will implement regular check-ins to celebrate successes and adjust strategies as needed.
- Our team often works in silos instead of collaborating. We will schedule dedicated time for knowledge-sharing and brainstorming to foster a stronger team dynamic.
By integrating introspection with intentional action, you and your team can break unproductive cycles and set yourselves up for more sustainable success.
S – Support
Achieving meaningful goals is rarely a solo effort. Whether in personal development, professional growth, or team success, a strong support system increases your likelihood of follow-through. Support comes from both people and structures, each playing a role in sustaining focus, motivation, and resilience.
Direct Support: People Who Keep You Accountable & Motivated
The right people provide encouragement, honest feedback, and accountability. Mentors, coaches, and trusted individuals offer guidance and constructive challenges to keep your efforts aligned with long-term goals. In teams, peers and colleagues foster commitment through shared responsibility and collaboration. Friends and family provide emotional reinforcement, even if they are not directly involved. Regular check-ins with an accountability partner—especially someone strong in areas where you struggle—can bridge the gap between intention and execution.
Indirect Support: Structures & Tools That Reinforce Progress
Support also comes from structures and tools that keep your goals top of mind. Visibility—whether through a vision board, planner, or workspace reminder—prevents goals from fading into the background. Digital tools like calendar alerts and habit-tracking apps help you maintain consistency. Regular reflection points ensure obstacles are addressed, progress is acknowledged, and necessary adjustments are made. A strong support system is not just about external reinforcements—it’s about intentionally building an ecosystem that sustains your focus, motivation, and accountability.
E – Evaluation
Regular evaluation is essential for achieving goals. This step involves:
- Frequency of evaluation: Determine how often you need to review your progress—daily, weekly, or monthly – but remain flexible in case a situation or circumstances arise that prompt a review.
- Review activities: Engage in general reviews, honest appraisals, celebrations of success, audits of areas that need further attention, and adjustments as needed.
By embedding SMART + WISE into your daily routines, you shift from intention to achievement, ensuring that your goals remain actionable and attainable.
WISE Support for Your Goals
At Letiecq Coaching, Counseling & Consulting, we help individuals and organizations bridge the gap between intention and achievement. Whether you need to clarify your “Why,” develop introspective awareness, build a strong support system, or establish effective evaluation strategies, our expert guidance ensures your goals don’t just stay plans—they become reality. Contact us today (info@letiecq.com) to explore how we can support your success.
References
- Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting. American Psychologist, 57(9), 701–710.
- Gollwitzer, P. M., & Sheeran, P. (2018). Implementation intentions and goal achievement: A meta-analysis of effects and processes. Advances in Experimental Social Psychology, 57, 69–119.
- Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuit: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227–268.
- Klein, H. J., Wesson, M. J., Hollenbeck, J. R., & Alge, B. J. (1999). Goal commitment and the goal-setting process: Conceptual clarification and empirical synthesis. Journal of Applied Psychology, 84(6), 885–896.
- Bandura, A. (1997). Self-efficacy: The exercise of control. Freeman.