When clients struggle with setting realistic goals, I bring it back to clarity and confidence. Big goals are exciting, but they can become overwhelming if they feel too far away. I help clients break them down into meaningful, achievable steps that stretch them without setting them up to fail. We look at what they want, what they can control, and what small wins will build momentum. Goals should feel challenging but doable. The aim is progress, not pressure.

When working with a client on goal setting, it's important to to review the goal, run it through a screening process to ensure that it is realistic. Some questions to ask your client: 1.Is it challenging? (or in this case TOO challenging) 2.Does it inspire them, if not they diminish their chances of achieving the stretch goal. 3. Do they have control over achieving this goal? (are they relying on the actions of others that they have no control over?) 4. How will they know if they have achieved it? (sometimes talking about the measurement of the goal can highlight that it might be unrealistic) Asking questions in relation to the goal will help your client recognise if they are aiming too high, and it's time to revise the goal.

1. Understand Their Vision Help your client clarify their overall vision and objectives. What do they want to achieve? What's their "why"? 2. Assess Current Situation Evaluate their current situation, including strengths, weaknesses, opportunities, and threats (SWOT analysis). 3. Set SMART Goals Guide your client in setting Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) goals. 4. Create an Action Plan Help your client create a step-by-step action plan, including deadlines and milestones. 5. Regular Progress Checks Schedule regular check-ins to track progress, provide feedback, and make adjustments as needed.

I’ve found that most clients aim too big too fast—not because they’re unrealistic, but because they’re excited. I meet them where they are, then break goals down into small, clear wins tied to their values. Instead of saying “I want to be a better leader,” we anchor it in something measurable like “I’ll give specific feedback to my team twice a week.” It’s about progress, not perfection—and when they see movement, confidence builds.

Start by helping clients clarify their values and priorities, then break larger objectives into smaller, actionable steps. Use the SMART goal framework -specific, measurable, achievable, relevant, and time-bound to provide structure. Encourage regular check-ins to celebrate progress and adjust goals as needed. Most importantly, promote a growth mindset, reminding them that setbacks are part of the process and that persistence leads to lasting success.