By the time we reach mid-January, something often shifts.
The excitement of a fresh start begins to fade, routines return, and those carefully set goals start to feel… harder. Not because they were the wrong goals, but because achieving meaningful change is rarely as simple as writing a list and relying on willpower alone.
At the start of every year, many of us set goals across different areas of our lives:
- Personal goals
- Professional goals
- Financial goals
Some of these goals are individual, but very few are truly achievable in isolation. And yet, we often plan as if we’re meant to do it all on our own.
Goals Don’t Fail — We Just Try to Achieve Them Alone
One of the most common reasons goals stall isn’t lack of ability or motivation. It’s lack of support.
Whether it’s encouragement, challenge, accountability, or perspective, most goals require input from others. If you’re serious about achieving your goals within the timeframes you’ve set, it’s worth pausing to ask yourself:
- Who do I need to support me along the way?
- Where might I struggle if I try to do this alone?
- What am I assuming I’ll “figure out” without help?
Recognising the need for support isn’t a weakness — it’s a sign of self-awareness and realistic planning.
A Question Every Leader Should Ask Their Team
This idea of support and reflection is just as important when setting goals for teams.
When working with leaders, one question consistently creates clarity and focus:
“In 12 months’ time, what is it that we’re going to regret not addressing today?”
This question cuts through surface-level targets and brings attention to the things that often get avoided:
- Ongoing challenges that drain energy
- Behaviours that quietly undermine trust
- Ways of working that increase pressure or risk burnout
- Conversations that feel uncomfortable but necessary
Asking this question as a group exercise can be incredibly powerful. When teams are given permission to speak honestly, they often already know what needs attention — they just haven’t had the space to articulate it.
Beyond “To Do” Goals: Think About Who You Want to Be
Another common trap in goal setting is focusing only on what we will do.
Deliver the project. Hit the numbers. Improve performance.
These matter — but they’re not the full picture.
This year, consider including some “to be” goals alongside your “to do” goals, both individually and as a team.
For example:
- To not be burnt out
- To be more collaborative
- To communicate more openly and clearly
- To be more present at work and at home
- To be a team that challenges respectfully
These goals help shape culture. They influence how people behave under pressure, how decisions are made, and how individuals experience their work. They also keep us mindful of our words, actions, and impact — not just our output.
Often, it’s these “to be” intentions that determine whether success feels sustainable or exhausting.
How Coaching Helps Goals Turn Into Reality
Coaching isn’t just about setting goals — it’s about achieving them.
It creates space to think clearly, explore what’s really getting in the way, and move forward with intention. It also provides accountability, challenge, and support — especially when confidence dips or motivation fades.
Whether you’re an individual navigating your next chapter or a leader supporting a team through change, coaching helps turn insight into action.
As we move beyond the January reset, a more useful question may be:
What support do I need to realistically achieve the goals I’ve set this year?
Because meaningful growth is rarely a solo journey — and it doesn’t have to be.
