Starting Strong: Goal Setting for Leaders in the New Year
The start of a new year offers leaders a valuable opportunity to reflect on past successes, learn from challenges, and establish a clear path forward. Goal setting isn’t just about ticking boxes; it’s about creating alignment, building momentum, and inspiring action. Here’s how you can approach goal setting effectively as a leader in 2025.
Step 1: Review and Reflect
Before setting new goals, take the time to assess the previous year. Reflect on these questions:
What were the highlights and key achievements?
What challenges did your teams face, and how were they addressed?
What lessons can be carried forward into 2025?
Reflection helps you identify patterns and trends, ensuring that your goals are informed by real insights rather than assumptions.
Step 2: Set Clear, Prioritised Goals
Effective goals are SMART: Specific, Measurable, Achievable, Relevant, and Time-bound. For example:
Instead of "Improve team communication," try "Implement a new communication platform by March to enhance collaboration across all project teams."
Instead of "Increase revenue," set "Achieve a 10% revenue increase by Q4 through targeted marketing campaigns led by the sales and marketing teams."
Instead of "Improve staff satisfaction," set "Increase employee engagement scores by 15% in the annual staff survey by implementing quarterly feedback sessions and a new recognition program by December 2025."
Instead of "Encourage innovation," set "Launch an innovation challenge across all departments by June 2025, with a goal of generating at least 20 actionable ideas, and implement three pilot projects by year-end."
Instead of "Enhance performance management," set "Achieve 100% completion of quarterly performance reviews by all team leaders by October 2025, supported by new training workshops on effective feedback and goal setting."
Here are some relevant to schools:
Instead of "Improve student academic performance," set "By December 2025, ensure that 80% of Year 5 students improve their NAPLAN numeracy scaled scores by at least 20 points compared to their Year 3 results."
Instead of "Improve senior academic performance," set "Increase the school’s median VCE score by 2 points by the end of the academic year through subject-specific tutoring programs, structured exam preparation sessions, and enhanced student mentoring."
Instead of "Enhance student wellbeing," set "Increase the percentage of students reporting a positive sense of belonging in annual wellbeing surveys by 15% by Term 4 through the implementation of a peer mentoring program and enhanced pastoral care initiatives."
Instead of "Develop teacher capabilities," set "Ensure 90% of teaching staff complete at least two professional development workshops on differentiated instruction by mid-year to improve classroom engagement."
Instead of "Foster school culture," set "Achieve a 15% improvement in school climate survey scores related to inclusivity and collaboration by the end of Term 2 through the introduction of student leadership initiatives and staff culture workshops."
Instead of "Streamline administrative efficiency," set "By Term 3, reduce processing time for enrolment applications by 20% through the implementation of a new digital workflow system and cross-training office staff."
Prioritisation is equally important. Focus on a few key goals that align with your organisation’s mission and values. Overloading your teams with too many objectives can dilute effort and create unnecessary stress.
Step 3: Engage and Empower Your Teams and Board
Recognise that as a leader, you may oversee or interact with multiple teams - executive teams, department-specific teams, or ad hoc project groups - as well as the Board. Involve the relevant teams and the Board in the goal-setting process. When employees contribute to shaping objectives, and the Board provides strategic oversight, you’re more likely to achieve alignment and buy-in across all levels of the organisation. Consider hosting workshops or brainstorming sessions with each group to align their goals with the organisation’s vision.
Also, make it a point to communicate the "why" behind each goal. Understanding the purpose and impact of their work helps each team and the Board stay committed and focused.
Bonus Tip: Build in Accountability
Accountability ensures goals don’t fade into the background as the year progresses. Schedule regular check-ins with each team and the Board to track progress, celebrate milestones, and adjust plans as needed. A well-structured review process keeps everyone aligned and motivated.
Final Thoughts
Goal setting is more than an annual exercise; it’s a leadership practice that drives clarity, focus, and growth. By reflecting on the past, setting SMART goals, and empowering your teams and Board, you can lead with purpose and intention in 2025.
What are your top leadership goals for the year ahead? Let’s collaborate to make them a reality.
For personalised leadership coaching and strategies, connect with us at Fran Reddan Consulting. Together, we can elevate your impact and achieve lasting success.