Setting SMART objectives after development conversations

Covering Assessment Criterion 2.3 from FREE07 – Coaching, Appraisals and Giving Feedback, this video addresses what happens after a development conversation ends: specifically, how to translate the discussion into written objectives that people can act on. The central tool examined is the SMART framework, and the video works through each of its five components — Specific, Measurable, Achievable, Relevant, and Time-bound — in the context of objectives set following coaching or appraisal exchanges.

The video distinguishes between vague aspirational statements and objectives that meet each SMART criterion, drawing on concrete workplace examples such as presentation delivery to defined audience sizes and completion of an internal leadership programme within a set timeframe. Measurability is treated as a distinct challenge, with the video examining how numbers, frequencies and observable behaviours can serve as valid measures. The Achievable element is explored in relation to individual capability, available resources and realistic time constraints, while Relevance is considered against both role expectations and organisational priorities — two themes that appear explicitly in the unit's indicative content.

The Time-bound element is examined in terms of how deadlines and timeframes convert intentions into commitments that can be planned and tracked. The video also covers the practical process of applying SMART questioning systematically with an employee after an initial discussion has identified a broad development area, illustrating how that process can surface gaps or obstacles that were not visible during the conversation itself. Taken together, the video's scope covers the construction of objectives, the role of accountability and follow-up, and the connection between individual development plans and wider organisational priorities.