SMART Goals in Coaching: How to Use SMART Inside a Coaching Session
SMART is not a coaching model in itself — it is a test for a goal. Used well, it turns 'I want to be a better leader' into something the client can act on and measure. Used badly, it forces a tidy goal before the client knows what they want.
Origin: The SMART acronym was proposed by George Doran in 1981 for management objectives; coaches use it inside the goal stage of models like GROW, not as a full session structure.
SMART at a glance — Specific, Measurable, Achievable, Relevant, Time-bound
- 1Specific: Name exactly what will be different, for whom, in what situation.
- 2Measurable: Agree how progress will be seen or counted.
- 3Achievable: Check the goal is within the client's influence and capacity.
- 4Relevant: Connect the goal to what actually matters to the client.
- 5Time-bound: Set when it will be done — and the first step.
The SMART criteria, with questions
Specific
Name exactly what will be different, for whom, in what situation.
- “What specifically will you be doing differently?”
- “With whom, and in which situations?”
- “If I filmed it, what would I see?”
Measurable
Agree how progress will be seen or counted.
- “How will you know it has happened?”
- “What would you count, or notice, as evidence?”
- “Where are you on that measure today?”
Achievable
Check the goal is within the client's influence and capacity.
- “How much of this is within your control?”
- “What makes you confident you can do this?”
- “What would make it a 7 out of 10 in confidence?”
Relevant
Connect the goal to what actually matters to the client.
- “Why does this matter to you now?”
- “What bigger goal does it serve?”
- “What would you lose if you didn't do it?”
Time-bound
Set when it will be done — and the first step.
- “By when?”
- “What is the first step, and when will you take it?”
- “How will we check in?”
When to use SMART — and when not to
Use it when
- • The client has explored and is ready to commit to a concrete goal
- • Performance and development goals that will be reviewed
- • Clients who need a vague ambition turned into a plan
Set it aside when
- • Early in a session, before the client has explored what they want — SMART then narrows too soon
- • Identity, values or meaning work, where 'measurable' misses the point
Example: SMART in a coaching conversation
SMART model FAQ
What does SMART stand for?+
Specific, Measurable, Achievable, Relevant, Time-bound — five criteria for a well-formed goal.
Is SMART a coaching model?+
Not by itself. It is a goal-setting test used inside coaching models — most often in the Goal stage of GROW or the Outcome stage of OSKAR/OSCAR.
What are the limits of SMART goals in coaching?+
SMART can force a tidy goal before the client has explored what they really want, and it fits measurable performance better than identity or values work. Explore first, then make the goal SMART.
Related models and guides
- GROW coaching model — Goal, Reality, Options, Will
- WOOP coaching model — Wish, Outcome, Obstacle, Plan
- OSCAR coaching model — Outcome, Situation, Choices & Consequences, Actions, Review
- All coaching models compared
- The 8 ICF Core Competencies
- Coaching questions library
Criteria and questions are a map for the coach, not a script for the client — ICF assesses the competencies, not the model.
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