Set CLEAR Goals

Have you ever wondered why some organisations thrive while others struggle? What if the key to their success lies in the clarity and flexibility of their goals?

The CLEAR goals framework offers a fresh approach to goal setting, providing an alternative to traditional SMART goals. While SMART goals focus on structure and measurability, CLEAR goals address common business challenges by promoting collaboration, ensuring goals are both well-defined and adaptable, and keeping teams emotionally engaged in their goals. Traditional methods often fail because they lack the necessary commitment and flexibility - two essential factors in today's fast-paced world.

Employees who set goals are 14.2 times more likely to feel inspired at work. CLEAR goals can also significantly increase the chances of achieving 'flow', which boosts performance. Research shows that you're 2 to 3 times more likely to achieve your goals if you have a specific plan for when, where and how you'll act. Employees with clear goals are 8.1 times more likely to look for ways to improve their work. Yet 85% of organisations report that their key objectives and expectations aren't clearly defined in a way that employees can relate to. Only 51% make an effort to set aligned goals, and of those, only 6% consistently review them.

By prioritising collaboration, flexibility and emotional engagement, CLEAR goals ensure that objectives aren't just set - they're embraced and pursued effectively.

“Without goals, and plans to reach them, you are like a ship that has set sail with no destination.” - Fitzhugh Dodson (Psychologist)

Implementing the CLEAR Goals Framework

CLEAR stands for Collaborative, Limited, Emotional, Appreciable, and Refinable. Here’s how each component contributes to effective goal setting:

1. Collaborative – Encourage Teamwork and Engagement

Setting goals as a team encourages collaboration, ownership and motivation. When employees work towards common goals, engagement and performance improve. Studies show that 73% of employees perform better and 60% feel more innovative in a collaborative environment. Clear, shared goals drive success by improving teamwork and inspiring creative problem solving.

• Who should be involved in setting this goal?

• How can we ensure all team members understand their roles?

• What mechanisms can we put in place to encourage collaboration and communication?

Example: Increase customer engagement by 20% through cross-functional collaboration between marketing, sales, and customer support teams.

2. Limited – Focus on Manageable Objectives

Objectives should be clear and manageable. Limiting them makes them achievable within the time and resources available. Start with small steps to build momentum before tackling larger goals. This approach increases success rates and keeps progress on track without feeling overwhelmed. Focus on steady progress rather than instant perfection.

• Is this goal focused enough to be actionable?

• Does it have a clear scope that avoids unnecessary complexity?

• Are we setting too many objectives at once, leading to a lack of focus?

Example: Launch a targeted social media campaign for product A in the North American market over the next three months.

3. Emotional – Inspire and Motivate

People are more committed to goals that feel meaningful. When they connect emotionally with the purpose of a goal, motivation and persistence improve. Positive emotions such as gratitude, compassion and pride strengthen resolve, making it easier to stay focused and overcome challenges on the way to achieving personal and professional goals.

• Why does this goal matter to our team or organisation?

• How does achieving this goal contribute to personal and professional growth?

• What storytelling or impact-driven approach can we use to inspire action?

Example: Increase employee retention by 15% by creating a more inclusive workplace culture that aligns with our values and mission.

“Goals are dreams with deadlines.” - Diana Scharf

4. Appreciable – Break Goals into Manageable Steps

Big goals can feel overwhelming and lead to procrastination. Breaking them down into smaller, more manageable steps encourages steady progress. Setting detailed sub-goals helps people stay committed because each step requires less time and effort than tackling the whole goal at once. This approach makes long-term goals more realistic and achievable.

• What smaller milestones can we set to track progress?

• How frequently should we review and adjust our approach?

• What tools or systems will help us monitor our advancement?

Example: Instead of aiming for a 50% increase in customer engagement in one year, set quarterly milestones of 12.5% growth with specific initiatives driving each phase.

5. Refinable – Adapt Goals as Needed

In dynamic environments, rigid goals risk becoming obsolete. Flexible goals help teams adapt based on feedback, new insights or changing conditions. This doesn't mean goals should change all the time, but they should evolve as needed to remain relevant and effective for success. Adaptability ensures continued progress and alignment.

• How will we handle obstacles or unexpected changes?

• Are there checkpoints to reassess and refine the goal?

• What feedback loops can we incorporate to improve goal-setting processes?

Example: Increase brand awareness by 30% over six months, with bi-monthly reviews to adjust strategy based on campaign performance.

Steps to Implement CLEAR Goals

Task	Measure
Set Collaborative Goals	Engage team members in goal-setting discussions.
Define Limited Objectives	Ensure focus and clarity in goal scope.
Foster Emotional Investment	Align goals with individual and company values.
Break Goals into Steps	Create milestones and track incremental progress.
Stay Adaptable	Regularly review and refine goals based on feedback.

Why the secret to success is setting the right goals | John Doerr (Chairperson of Kleiner, Perkins, Caufield and Byers)

When evaluating your goals, think about how making them collaborative, bounded, emotional, appreciative and refinable can increase engagement and adaptability. These elements ensure that goals remain relevant and motivating for your team.

How well do your current goals align with these principles? What changes can you make to improve clarity, flexibility and overall effectiveness? Small adjustments can lead to greater success and commitment.

Remember, success isn't just about setting goals - it's about setting the right goals. The CLEAR framework helps to create goals that inspire action, encourage teamwork and remain adaptable in today's constantly evolving business environment.

Take a moment to reflect: Are your goals engaging, focused and flexible enough to drive long-term success?