Most leaders—and really, anyone with a demanding job—have felt the weight of an endless to-do list. The pressure of competing priorities often leaves us stressed, reactive, and unsure if we’re truly moving forward. Over the years, I’ve discovered that creating a clear roadmap of goals not only sharpens focus but also reduces stress and unlocks productivity. This action is important in growing leadership skills.
Ironically, slowing down to set goals helps you get more done, not less. It’s the difference between running on a treadmill versus hiking up a mountain—you’re still moving, but only one path takes you closer to a meaningful destination.
But here’s the catch: traditional goal-setting methods, while popular, often fall short in today’s fast-moving world. Leaders need something simpler, more flexible, and more personally aligned with their true passions. That’s where the FAVS approach comes in—Few, Achievable, Vision-based, and Simple.
Why Goal Setting Matters for Leaders
Goal setting isn’t just a productivity hack; it’s a leadership skill. Research from Locke and Latham’s Goal Setting Theory shows that specific and challenging goals consistently lead to higher performance than vague or easy ones. Similarly, James Clear’s bestselling book Atomic Habits emphasizes that while habits build consistency, goals provide direction. Without them, we risk spending energy on activities that don’t move us toward what truly matters.
For leaders, the stakes are even higher. Teams look to their leaders for clarity and direction. If you’re scattered, your team will be too. By modeling effective goal setting, you not only elevate your own results—you also cultivate accountability, focus, and motivation across your organization.
The Traditional SMART Method
The SMART framework—originally popularized by George T. Doran and later advanced by management pioneer Peter Drucker—remains the most widely recognized method for goal setting. SMART goals are:
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Specific
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Measurable
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Aligned (or Achievable)
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Realistic
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Time-bound
For example: “Increase customer satisfaction scores from 82% to 90% by the end of Q3.”
SMART goals work well in structured environments, particularly in project management or corporate performance reviews. They force leaders to clarify what success looks like and by when.
But here’s the problem: SMART goals often assume a level of certainty that doesn’t reflect today’s reality. Markets, technologies, and even our personal circumstances change too quickly. Planning five years into the future, as the traditional model suggests, can feel more like guesswork than strategy.
Where SMART Falls Short
SMART goals can be powerful, but they also come with limitations:
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Rigid timelines. Five-year goals often collapse under the weight of unexpected changes.
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Overplanning. Breaking goals into annual, monthly, and weekly milestones sometimes creates more bureaucracy than progress.
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External influence. Too often, leaders set goals based on what they think others expect—becoming a CEO, scaling a company, or chasing titles—instead of what genuinely fuels their passion.
Brené Brown, in Dare to Lead, reminds us that “clarity is kindness.” But clarity doesn’t mean rigidity. Leaders need a system that clarifies what matters most while leaving room for growth, change, and authenticity.
Introducing the FAVS Approach
Through years of trial and error, I developed a simpler, more flexible approach: FAVS goals.
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Few – Focus on only three to five long-term goals. Too many goals dilute energy and create stress.
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Achievable – Goals should stretch you but remain realistic given your resources and constraints.
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Vision-based – Each goal should be tied to a personal vision you can picture clearly in your mind.
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Simple – Keep definitions straightforward. If your goals require a 20-page plan, you’re already off track.
The key differentiator is vision. As Simon Sinek explains in Start With Why, vision fuels purpose. Goals without vision feel like chores. Goals rooted in vision feel like calling.
Step 1: Reflect Deeply on Your True Passions
Before setting goals, pause for honest self-reflection. Ask yourself:
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What work gives me energy rather than drains it?
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Which achievements would bring me genuine satisfaction—not just recognition from others?
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What roles align with my natural strengths and values?
Many leaders fall into the trap of chasing titles because they think it’s expected. I once believed my path should lead to becoming a CEO. But like Captain Kirk in Star Trek, who realized he was happiest commanding a ship rather than serving as an admiral, I discovered that my true passion lies in leading leaders and staying close to daily operations. That’s where I see impact, joy, and purpose.
Podcasts like The Craig Groeschel Leadership Podcast and Coaching for Leaders with Dave Stachowiak often emphasize this same truth: leadership is most fulfilling when aligned with your personal strengths and passions.
Step 2: Choose Three to Five Long-Term Goals
With FAVS, you don’t need 20 goals. You need three to five that truly matter. A three-year horizon works well—it’s long enough to make real progress, yet short enough to adjust when life changes.
Here are sample FAVS-style goals:
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Be in good health. Success defined by improved blood sugar levels (for type 2 diabetics), waist reduction, and sustainable weight loss.
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Pursue faith with passion. Attend church regularly, read scripture daily, tithe consistently, and share when prompted.
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Excel in my career. Consistently meet performance targets, grow a leadership blog, and continue leadership development.
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Achieve financial independence. Live within net income, grow retirement savings, eliminate debt.
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Adopt a fulfilling hobby. Explore until finding an activity that brings joy and restoration.
Notice that these goals are broad, but each has simple, personal definitions of success.
Step 3: Break Goals into Milestones
Once your long-term goals are clear, break them into flexible milestones. These should act as stepping stones rather than rigid deadlines.
Here’s a simple process:
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Identify your starting point.
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Define your desired end state.
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Calculate the gap between start and finish.
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Divide that gap into interim sub-goals.
For example: Save $20,000 in three years → $6,667 per year → $556 per month.
By chunking big goals into smaller milestones, you create momentum while reducing overwhelm.
Step 4: Track Progress Without Overcomplicating It
Tracking goals helps you stay accountable and provides tangible proof of progress. But the tool you use should be simple. A spreadsheet, a journal, or an app like Notion or Trello works fine—as long as it doesn’t consume more time than the actual work.
Perform a weekly check-in to:
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Update progress
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Evaluate whether adjustments are needed
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Celebrate wins, even small ones
In Measure What Matters, John Doerr advocates for OKRs (Objectives and Key Results) as a way to track goals in organizations. While OKRs are excellent for companies, your personal version should remain lightweight. Remember: FAVS is about simplicity.
Step 5: Celebrate Wins and Stay Flexible
Achievement isn’t only about reaching the finish line—it’s also about recognizing progress. Celebrate milestones, even if you reach them later than planned. Build in rewards that motivate you without derailing your goals.
And when life inevitably disrupts your plan? Don’t despair. Reset, reframe, and restart. As James Clear notes in Atomic Habits, success doesn’t come from perfection but from persistence. Each restart strengthens the muscle of resilience.
Why Personal Goals Matter as Much as Professional Ones
Too often, leaders separate “work goals” from “life goals.” But the truth is, they’re deeply intertwined. Burnout at home affects performance at work, and vice versa.
That’s why FAVS encourages you to view your goals holistically—combining career, health, relationships, finances, and personal fulfillment in one framework. Prioritizing life goals alongside professional ones isn’t selfish; it’s sustainable.
Michael Hyatt’s book Your Best Year Ever emphasizes this integrated approach, noting that the most successful leaders build goals around all areas of life, not just career advancement.
Final Thoughts: The Power of FAVS
Traditional SMART goals aren’t obsolete, but they’re not enough for the complexity of modern leadership. Leaders need a system that balances clarity with flexibility, structure with authenticity.
The FAVS method—Few, Achievable, Vision-based, and Simple—offers a practical alternative. It strips away complexity and forces you to focus on what truly matters. It connects goals to vision, passion, and personal meaning. And most importantly, it makes goal setting less about bureaucracy and more about fulfillment.
As you set your next round of goals, remember:
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Keep them few.
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Make them achievable.
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Ground them in vision.
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Keep them simple.
The result won’t just be less stress and more productivity. It will be a life and leadership path that feels authentic, purposeful, and deeply rewarding.
Recommended Resources for Goal Setting and Leadership Growth
Books:
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Atomic Habits by James Clear
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Dare to Lead by Brené Brown
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Start With Why by Simon Sinek
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Measure What Matters by John Doerr
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Your Best Year Ever by Michael Hyatt
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The 7 Habits of Highly Effective People by Stephen R. Covey
Podcasts:
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Craig Groeschel Leadership Podcast
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Coaching for Leaders with Dave Stachowiak
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The Productivity Show by Asian Efficiency
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The Tim Ferriss Show (goal-setting and performance optimization)
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