Why I Stopped Recommending Stretch Goals to Leaders

Are you someone who likes to set goals?

If so, I’d like to encourage you to set goals differently this year.

If not, I highly recommend that you start…and I’m going to show you how to set the right kind of goals.

Late December to early January is the perfect time of year to chat with your team about their goals and what they need to achieve in 2026.

While I used to be an advocate for stretch goals, I’ve completely changed my mind.

Why stretch goals used to work for leaders

For years, I told leaders to set stretch goals for themselves and their teams. They were supposed to motivate people, push them out of their comfort zone and drive better results.

For a while, it worked.

But the world has changed.

Your team is already stretched too thin.

The reality is that most of us are already working outside our comfort zone every single day.

Think about what you’re dealing with right now:

• Dealing with hybrid work challenges
• Trying to hit targets in an uncertain economy
• Keeping up with AI and constant technological change
• Doing more with less resources

Today’s work environment is more complex than it’s ever been.

You don’t need more stretch. You’re already on the stretch machine all day, every day.

How to set realistic goals instead of stretch goals

Based on what I’m seeing with my clients in every industry, I am NOT recommending that leaders set stretch goals right now.

Why? Because it’s not motivating to always be stretched to your limit.

These days, being realistic is more motivating and way less stressful.

Instead of asking your team, “How can we stretch further?” try asking this:

“What do you think is realistic for you to achieve this quarter?”

Then track and measure those goals.

The benefits of realistic goal setting for teams

Being a good leader means that you need to make decisions based on our current environment.

It doesn’t mean that you stop being ambitious. It doesn’t mean that you lower your standards or accept mediocrity.

It means that you recognize that your team is already dealing with a lot.

When you set realistic goals, people actually have a chance to succeed instead of constantly feeling like they’re falling short.

Here’s what happens when you make this shift:

• Your team feels more motivated because their goals feel achievable
• People have the mental space to do their best work
• You build momentum through consistent wins rather than constant stress
• Your team trusts you because you’re being honest about what’s actually possible

How to balance ambition with realistic expectations

It’s great to be achievement-oriented. It’s great to have big visions for what your team can accomplish.

But it’s also important to be realistic.

You can hold high standards without setting impossible expectations.

You can push for excellence without pushing people to the breaking point.

So take the pressure off yourself and your team going into 2026.

Set realistic goals, celebrate when you hit them and build from there.

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