Focusing Connection: How Setting SMART Goals Maximizes SYNCHRONIZER Potential

Goal setting is a fundamental aspect of performance management and professional development. The SMART framework—Specific, Measurable, Achievable, Relevant, Time-bound—is widely recognized for providing clarity and direction. However, applying this framework effectively requires nuance, especially when working with diverse personality types. For SYNCHRONIZERs, whose core motivations are deeply tied to personal connection, emotional harmony, and feeling valued , a standard application of SMART goals might feel cold, detached, or even demotivating . By adapting the SMART framework to resonate with their unique strengths and needs, managers can create goals that not only drive performance but also foster engagement, satisfaction, and harness the SYNCHRONIZER’s potential for contributing positively to the team environment . 

Understanding the SMART Goal Framework

Before adapting it, let’s briefly recap the standard SMART criteria:

• Specific: The goal is clear, unambiguous, and answers the ‘W’ questions (Who, What, Where, When, Why). What exactly needs to be accomplished?
• Measurable: Progress towards the goal can be tracked using quantifiable metrics or clearly observable indicators. How will success be measured?
• Achievable (or Attainable): The goal is realistic and possible to accomplish given the available resources, skills, and time constraints. Is it within reach?
• Relevant (or Realistic): The goal aligns with broader objectives (team, department, organization) and is worthwhile. Does it matter? Why is it important now?
• Time-bound (or Timely): The goal has a clearly defined start date, end date, or timeframe, creating necessary urgency and focus. When will it be completed?

While universally useful, applying these criteria rigidly without considering the SYNCHRONIZER profile can miss the mark.

Adapting the SMART Framework for SYNCHRONIZERs

To make SMART goals truly effective and motivating for SYNCHRONIZERs, each element needs a relational and emotional lens:

• Specific (Connecting to People & Purpose):
  • Standard: Define the task precisely.
  • SYNCHRONIZER Adaptation: Define the task clearly, but also articulate its specific positive impact on people – colleagues, clients, or the team environment . Frame the “Why” in relational terms. Use warm, encouraging language (Nurturative communication style).
  • Example: Instead of “Specific: Write the monthly client newsletter,” adapt to “Specific: Craft a warm and informative monthly client newsletter by [date] that helps our clients feel connected, valued, and well-supported [focus on feeling/relationship].”
• Measurable (Including Relational Impact):
  • Standard: Quantify the outcome (e.g., number of articles, percentage increase).
  • SYNCHRONIZER Adaptation: Include quantitative metrics where applicable, but also incorporate ways to measure the goal’s impact on relationships or well-being. This could involve tracking positive feedback, observing improved team collaboration, or even simple check-ins on how the process feels. Measurement should feel supportive, not like cold scrutiny.
  • Example: Instead of “Measurable: Increase customer satisfaction score by 5%,” adapt to “Measurable: Increase customer satisfaction score by 5%, and gather at least 3 pieces of qualitative feedback specifically mentioning feeling well-supported by our team’s communication.”
• Achievable (Supported and Collaborative):
  • Standard: Ensure the goal is realistic based on resources.
  • SYNCHRONIZER Adaptation: Assess achievability not just based on resources, but also on the perceived level of support and collaboration available . SYNCHRONIZERs thrive with encouragement. Break down large goals into smaller, confidence-building steps. Crucially, factor in their potential “Please You” driver – ensure they genuinely feel the goal is achievable and aren’t just agreeing to please. This requires collaborative discussion, not just assignment. Offer support explicitly.
  • Example: Instead of “Achievable: Launch the new onboarding program in 2 months,” adapt to “Achievable: Launch the new onboarding program in 2 months, with dedicated support from [colleague/manager] for resource gathering and weekly collaborative review sessions to ensure we stay on track comfortably.”
• Relevant (Meaningful through Connection & Values):
  • Standard: Align the goal with business objectives.
  • SYNCHRONIZER Adaptation: Ensure the goal aligns with business objectives, but explicitly connect it to values they hold dear, such as teamwork, helping others, creating harmony, or making a positive difference for people . Explain how achieving the goal contributes to the team’s well-being or positive atmosphere. Ensure the goal feels personally meaningful to them, tapping into their emotional engagement .
  • Example: Instead of “Relevant: Reduce response time to align with company KPIs,” adapt to “Relevant: Reduce response time to ensure our clients feel heard and supported more quickly, reflecting our team’s commitment to providing excellent, caring service.”
• Time-bound (Clear Timelines with Encouragement):
  • Standard: Set a clear deadline.
  • SYNCHRONIZER Adaptation: Define clear start and end dates, but communicate them supportively. Avoid creating high-pressure situations that could trigger anxiety or their distress pattern of making mistakes . Frame deadlines as shared targets. Integrate regular, supportive check-ins focused on progress and well-being, offering help proactively as the deadline approaches.
  • Example: Instead of “Time-bound: Complete by Friday EOD,” adapt to “Time-bound: Let’s aim to complete this together by Friday EOD. Let’s check in briefly on Wednesday to see how things are feeling and if any support is needed to comfortably meet that.”

Step-by-Step Process for Setting Effective SMART Goals with SYNCHRONIZERs

Setting goals collaboratively using these adapted principles enhances buy-in and motivation.

1. Initiate with Connection: Start the goal-setting conversation warmly . Check in on their well-being first. “Hi [Name], how are you feeling today? I wanted to chat about some potential goals that I think could be really positive for both you and the team.”
2. Explain Goal & Positive Impact: Introduce the potential goal, immediately framing its purpose in terms of positive impact on people or relationships. “One area we could focus on is improving how we welcome new clients. Imagine how much more comfortable and valued they would feel with a smoother process…” .
3. Collaboratively Define Specifics: Discuss the “What” and “Why” together. Ask for their perspective: “What do you think a really welcoming process would look like to the client?” Refine the goal statement together to ensure it’s clear and resonates emotionally.
4. Define Measurable Indicators Together: Brainstorm how success will be recognized. Ask: “How will we know we’ve made clients feel more supported?” Include both tangible outcomes (e.g., completed checklist) and indicators of positive feeling (e.g., positive client comments, smoother interactions).
5. Assess Achievability & Offer Support: Honestly discuss resources, potential challenges, and workload. Ask directly: “Does this feel achievable within the timeframe, given your other priorities? What support would feel most helpful from me or the team?” . Break down the goal if needed. Watch for signs of the “Please You” driver and ensure genuine agreement .
6. Emphasize Relevance & Personal Value: Connect the goal back to team values and their specific strengths. “Your natural warmth and ability to connect with people make you the perfect person to help shape this positive client experience” . Reinforce the meaningfulness of the goal.
7. Establish Timelines Collaboratively: Discuss deadlines openly. “What timeframe feels realistic and comfortable for achieving this first stage?” Agree on check-in points along the way.
8. Document & Schedule Supportive Reviews: Write down the adapted SMART goal clearly. Schedule regular, brief check-ins focused on support, encouragement, and celebrating progress, not just scrutiny .
9. Provide Ongoing Positive Recognition: Throughout the process, acknowledge effort, progress, and their positive attitude . When the goal is met, celebrate the achievement, explicitly recognizing their personal contribution and the positive relational impact.

Illustrative Examples of Adapted SMART Goals for SYNCHRONIZER Roles

• Example 1: Improving Team Communication (HR Coordinator Role)
  • S: Implement a weekly ‘Team Connection’ newsletter by [End of Next Month] to share positive news, acknowledge individual contributions (non-work related too), and foster a greater sense of community and support within the department.
  • M: Success measured by consistent weekly publication, positive feedback gathered via a simple poll (e.g., >75% finding it valuable for connection), and anecdotal evidence of increased positive interaction noted in team meetings.
  • A: Achievable with 2 hours allocated per week, collaboration with team leads for news items, and using existing internal communication platforms. Manager provides support with template design and initial content ideas.
  • R: Directly supports the HR goal of improving employee engagement and reflects the SYNCHRONIZER’s strength in fostering positive relationships and team harmony. Enhances the feeling of personal connection for all team members.
  • T: First newsletter draft by [Date], first publication by [Date], continuing weekly thereafter with review after 2 months.
• Example 2: Enhancing Client Onboarding Experience (Account Manager Role)
  • S: Develop and implement a personalized ‘Welcome Call’ script and process by [Date] for all new clients, ensuring each client feels personally welcomed, understood, and supported during their first week.
  • M: 100% of new clients receive a welcome call within 3 business days. Success also measured by positive client mentions of the welcome call in initial satisfaction surveys (>80% positive mention) and a reduction in basic setup questions post-call.
  • A: Achievable by dedicating 1 hour per new client, developing the script collaboratively with manager support, and scheduling calls proactively. Supported by readily available client background information.
  • R: Directly enhances client satisfaction and retention by building strong initial relationships, leveraging the SYNCHRONIZER’s natural empathy and communication skills. Aligns with the company value of client care.
  • T: Script finalized by [Date], process implemented by [Date], first round of calls completed by [Date+1 week].

Conclusion:

Setting SMART goals for SYNCHRONIZERs isn’t about discarding the framework, but enriching it with empathy and relational context. By adapting each element—Specific, Measurable, Achievable, Relevant, and Time-bound—to acknowledge their emotional perception, their need for personal recognition and connection, and their preference for supportive environments, managers can create goals that are truly motivating. The process itself should be collaborative, leveraging the Nurturative communication style and offering consistent support. When SMART goals are set with the SYNCHRONIZER, not just for them, they become powerful tools to focus their energy, leverage their unique talents for fostering connection, and achieve meaningful results that benefit both the individual and the organization.