Every January, I watch the same pattern unfold.

Ambitious goals get set. Spreadsheets get created. Teams get rallied.

By mid-February, 80% of those goals are abandoned.

The statistics are brutal. The average New Year's resolution lasts 3.74 months. Only 9% of people feel successful in keeping their resolutions by year-end. There's even a name for the moment when motivation collapses: Quitter's Day, the second Friday in January.

But here's what I've learnt from working with so many executives: the problem isn't the goals themselves.

The Real Reason Goals Fail

Most goals fail because they're vague, overly ambitious, or focused entirely on outcomes rather than process.

Research shows that 80% of goal-setters feel confident they can stick to their resolutions throughout the year. Yet only 20% actively keep themselves accountable.

That gap is everything.

I've watched executives who can recite leadership theories struggle with basic execution. They overestimate their ability to maintain discipline without external support. The perception gap between what they think they can do and what actually happens creates a cycle of disappointment.

What Actually Works: The SMART Framework

Goals need structure. The SMART framework provides it:

Specific - Define exactly what you want to achieve
Measurable - Establish clear metrics for tracking progress
Achievable - Set challenging but realistic targets
Realistic - Align goals with available resources and constraints
Time-bound - Create deadlines and milestones

But SMART goals alone aren't enough. Research indicates that specific and challenging goals lead to higher performance than vague or easy goals. However, only 14% of employees strongly agree that their goals will help them achieve great things.

The framework provides direction. What's missing is the mechanism for sustained execution.

The Tracking Imperative

You can't manage what you don't measure.

Success metrics give you a quantifiable way to gauge progress. Without proper tracking, you risk getting sidetracked and wasting time on activities that don't move you towards your objectives.

Write your goals down. Handwritten notes create lasting impressions. Break them into process steps with specific deadlines. Schedule tasks, delegate what you can, and track completion.

Establish baseline measurements first. Then track progress consistently. This isn't about perfection. It's about visibility.

Small changes applied often compound over time. The 10,000-hour principle for mastery isn't about one massive effort. It's about consistent, measured progress.

The Accountability Gap

Here's the uncomfortable truth: most leaders struggle with transformation because they avoid daily execution accountability.

I've seen this pattern repeatedly. Initial discomfort with accountability gives way to resistance. People feel exposed. Vulnerable. They'd rather maintain the illusion of progress than face the reality of their execution gaps.

But accountability eliminates the space where good intentions go to die.

Accountability mechanisms create structure. Regular check-ins with managers, peers, or coaches provide space for reflection and course corrections. They keep motivation high when willpower fades.

Going public with your goals amplifies this effect. When others know what you're working towards, the social pressure to follow through increases significantly.

Why Coaching Makes the Difference

Executive coaching has a significant positive effect on performance beliefs, including role performance behaviours, goal achievement behaviours, and goal strategy behaviours.

The numbers are compelling. Coaching increases organisational performance by 48% and individual performance by 70%.

Why does it work?

External perspective. A coach sees the gaps you can't see. They identify the patterns you've normalised. They challenge the assumptions you've stopped questioning.

Structured accountability. Regular coaching sessions create non-negotiable checkpoints. You can't hide from progress (or lack of it) when someone is tracking it with you.

Real-world application. Coaching isn't theory. It's about taking what you know and actually doing it. It's about closing the perception-reality gap that exists for 45% of executives who think they demonstrate a growth mindset but whose teams disagree.

Transformation happens through consistent action, not inspiration. Coaching provides the framework, builds the skills, and creates the accountability that turns intentions into results.

Making This Year Different

The Christmas and New Year period offers a natural pause. And you’ve used it wisely, I hope.

Set SMART goals with clear metrics and deadlines. Write them down. Break them into process steps. Establish how you'll track progress.

Then address the accountability gap. Find someone who will hold you to your commitments. A coach, a peer, a mentor. Someone who won't let you off the hook when motivation wanes. If you need help here, Accelerate Performance can help - just contact us, and we’ll be with you.

The difference between goals that succeed and goals that fail by February isn't ambition. It's structure, measurement, and accountability.

You already know what you want to achieve. The question is whether you're willing to build the system that makes achievement inevitable.