I love goal-setting, and I’ve always found it valuable. I’ve used it personally to help me focus and grow, and as a manager, it is always part of team process.

I’m often skeptical, however, of “best practices” when setting goals. Time after time, in an attempt to guide the process, I am asked to use the SMART framework. These goals are Specific, Measurable, Achievable, Relevant and Time-Bound, but they are not always useful.

I struggle to use the SMART framework to drive important outcomes, and I am often frustrated with the goals my team members end up with. Some goals…

Dan Singer

Engineer + Manager + Engineering Manager

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