“How can I grow as an educator — and help my students grow, too?”

This is the question teachers ask themselves again and again throughout the year — during planning days, after observations, and in quiet moments between lessons. But without a clear roadmap, even the most motivated educators can struggle to turn that desire into progress.

That’s where S.M.A.R.T. goals come in. Whether you’re kicking off a new school year, evaluating mid-year progress, or planning summer PD, intentional goal setting helps educators reflect on their practice, focus their energy, and stay aligned with school and district priorities.

In this post, we’ll explore how to guide teachers through effective goal setting using the S.M.A.R.T. framework, why it matters in K-12 professional development, and how to create a culture of meaningful, measurable growth for teachers and students alike.

What are S.M.A.R.T goals, and why is this goal setting structure important?

S.M.A.R.T stands for Specific, Measurable, Achievable, Relevant, Time-bound; these are the qualities you want to encourage teachers in your districts to prioritize when they are setting goals. For each goal they set, they’ll want to make sure these five qualities are present and specify how they are present.
 
Here’s how teachers can implement the S.M.A.R.T. strategy into their goals. They should consider each of the elements as essentially a part of the outline of an overall goal. Once a teacher has a response to each section, they will combine them all into a goal. If you have a goal in mind beforehand, it’s a good idea to literally write out why your goal is specific, measurable, etc. to make sure it aligns.
 
Here are helpful guidance questions and an example:

S: Specific/Strategic:

• What is the specific goal you are trying to achieve? Make sure your goal is very clear in the wording of your final goal and think about how it connects to larger goals within your team/school/district.
• Ex: I want to improve reading outcomes for my 3rd grade students over last year.

 

M: Measurable (Plan!)

• How will you measure progress and know the goal has been met?
• Ex: 30% of students moved up a reading level last year – I’d like to see at least 50% move up this year.

 

A: Achievable/Actionable

• How will you accomplish this goal? What necessary actions will you take?
• Ex: In a recent training, I learned some great techniques for learning retention around reading in this age group. I will work on a new skill every month, implementing those techniques. Additionally, we’ll build more reading games into the schedule alongside quiet reading and library time.

 

R: Relevant

• How do these goals apply to your overall responsibilities?
• Ex: Reading is a key skill to solidify for this age group, and a huge part of the learning students will be doing in my class. Additionally, the school has an overall goal to focus on reading skills this year, and I will be contributing to that goal by taking responsibility for my third-grade class.

 

T: Time-Bound

• When do you hope to achieve this?
• Ex: Every three months, we will re-evaluate the students and measure who is moving up and who may need more support. By checking in on this schedule, we should have a good idea at the end of the year how each student is doing and can evaluate the class as a whole.

By thinking about all of these smaller aspects of a goal, it ensures teacher goals are achievable and rewarding, and strategically fit into a larger vision for their school, district and career. Teachers get into the habit of creating goals that encourage growth in them and their students and push them toward larger goals.
 
Remember to share these best practices as your teachers work on their goals

• Personal and student focus: Respond to previous performance feedback as well as student data. Consider where additional support, training or data may help make goals achievable.
• Keep it simple and organized: Use the S.M.A.R.T goals model to outline your goals, and don’t shy away from stating the obvious.
• Go for it! Be ambitious with your goal setting; challenge yourself.
• Check in: Establish opportunities to check in on progress.
• Get feedback and collaborate when you can: Get feedback from someone who knows the context within which you’re working and can provide insights.
• Be clear: Make sure goals are clear about what will indicate success! You’ll want to be able to easily check the boxes as you work through the year, rather than have to wade through ambiguous language or unclear finish lines.

Supporting Teachers in Goal Setting: Best Practices for Leaders

To build a sustainable culture of professional growth, school and district leaders can promote these S.M.A.R.T. goal-setting best practices:

Focus on Both Student and Educator Growth

Encourage teachers to reflect on previous evaluations and classroom data. Identify areas where targeted support or additional PD could make a difference.

Keep It Clear and Organized

Use the S.M.A.R.T. framework to create a simple goal-setting structure. Don’t shy away from stating the obvious — clarity leads to follow-through.

Be Ambitious, But Realistic

Challenge educators to reach higher, while helping them set achievable, actionable steps to get there.

Schedule Regular Progress Check-Ins

Help teachers build in touchpoints throughout the year to monitor their growth and adjust as needed.

Foster Collaboration and Feedback

Create space for teachers to discuss goals with mentors, peers, or PLCs. Feedback from trusted colleagues improves accountability and relevance.

Define What Success Looks Like

Encourage teachers to set clear success indicators so they can confidently track their own progress.

Take It Further with Frontline Professional Development

When paired with the right tools, S.M.A.R.T. goals become more than just statements — they become action plans.

With Frontline Professional Growth, districts can bring goal setting to life by connecting it with:

• Personalized learning paths built around educator needs
• Blended learning opportunities for flexibility 
• Collaborative tools for coaching, mentoring, and peer feedback
• Tracking and reporting to monitor progress at the individual and district level

Your educators deserve more than one-size-fits-all training. Help them turn goals into growth with a flexible, high-impact solution.