clear Goals

Overview

clear is a goal-setting framework designed for fast-moving, collaborative environments where smart goals can feel too rigid. Developed by Adam Kreek. clear emphasizes team alignment, emotional engagement, and adaptability.

Criterion Breakdowns

C — Collaborative

Goals set with the team, not for the team. Collaboration drives ownership, surfaces blind spots, and improves commitment.

In practice:

• Involve key contributors in defining the goal
• Ensure each person can see their role in achieving it
• Shared authorship = shared accountability

Test: Did the people responsible for this goal help shape it?

L — Limited

Focus is finite. Goals that are too broad, long, or numerous dilute attention and energy.

Two dimensions:

1. Scope: narrowed to what matters most (not a wish list)
2. Time: short enough to stay relevant (3 months is usually better than 12 for operational goals)

Test: If the team had to work on only this for the next period, would it be the right use of their time?

E — Emotional

People execute better on goals that connect to something they care about — purpose, growth, impact, recognition.

In practice:

• Link the goal to team or personal values
• Make the "why" explicit and inspiring
• An emotionally resonant goal survives friction; a purely rational one often doesn't

Test: If someone asked "why does this matter?", does the answer energize or bore?

A — Appreciable

Large goals are overwhelming. Break them into milestones that feel achievable within the current sprint or week.

In practice:

• Decompose into tasks completable in days or a week
• Each sub-goal should have a clear done state
• Celebrate sub-goal completions — they maintain momentum

Test: Can a team member point to specific work they'll complete this week toward this goal?

R — Refinable

In dynamic environments, rigid goals become obstacles. clear goals are living commitments — reviewed and adjusted as new information arrives.

In practice:

• Build in explicit review cadence (weekly or sprint-end)
• Distinguish between the direction (stable) and the specific target (adjustable)
• Refinement is not failure — it's learning

Test: Is there a scheduled time to revisit and adjust this goal?

How to Apply

Step 1 — Draft the goal

Start with the outcome you're pursuing.

Step 2 — Test each criterion

Run the clear checklist. Rewrite to satisfy any failing criterion.

Step 3 — Set review rhythm

clear goals need a cadence — weekly or biweekly review is typical. Schedule it now.

Step 4 — Combine with smart (optional)

smart provides structural rigor (measurability, deadlines). clear provides team and environment fit. Use smart for the "what"; use clear for the "how it lands with people."

smart vs clear — When to use which

Output Format

╔══════════════════════════════════════════════════════════════════════════════════════════════════════════════════════════════╗
║  ▶  C · L · E · A · R   G O A L   A N A L Y S I S                                                                           ║
╠══════════════════════════════════════════════════════════════════════════════════════════════════════════════════════════════╣
║  Draft Goal: [original goal statement]                                                                                       ║
╚══════════════════════════════════════════════════════════════════════════════════════════════════════════════════════════════╝
                                                               │
                                                               ▼
┌──────────────────────┬──────────────────────┬──────────────────────┬──────────────────────┬──────────────────────┐
│  ● C COLLABORATIVE   │  ● L LIMITED         │  ● E EMOTIONAL       │  ● A APPRECIABLE     │  ● R REFINABLE       │
│  Did team define it? │  Is scope narrow?    │  Is purpose clear?   │  Are steps small?    │  Review scheduled?   │
├──────────────────────┼──────────────────────┼──────────────────────┼──────────────────────┼──────────────────────┤
│ Who defined it:      │ Scope (in):          │ Why it matters:      │ ► Milestone 1:       │ Review cadence:      │
│ [names / roles]      │ [what's included]    │ [purpose, values]    │   [deliverable]      │ [weekly / biweekly]  │
│                      │                      │                      │                      │                      │
│ Roles mapped:        │ Scope (out):         │ Who cares:           │ ► Milestone 2:       │ Trigger conditions:  │
│ [each member's role] │ [what's excluded]    │ [team motivations]   │   [deliverable]      │ [what causes update] │
│                      │                      │                      │                      │                      │
│ Shared authorship:   │ Timeline:            │ Resonance test:      │ ► Milestone 3:       │ Direction (stable):  │
│ [yes / no + note]    │ [deadline]           │ [energize or bore?]  │   [deliverable]      │ [core intent]        │
│                      │                      │                      │                      │                      │
│                      │ Focus test:          │                      │ ► Sprint end:        │ Target (adjustable): │
│                      │ [yes / no + why]     │                      │   [done state]       │ [specific target]    │
├──────────────────────┼──────────────────────┼──────────────────────┼──────────────────────┼──────────────────────┤
│ Team shaped it?      │ Right use of time?   │ Energize or bore?    │ Clear done state?    │ Review date set?     │
│ [ ] Yes  [ ] Partial │ [ ] Yes   [ ] No     │ [ ] Energize [ ] Bore│ [ ] Yes   [ ] No     │ [ ] Yes   [ ] No     │
└──────────────────────┴──────────────────────┴──────────────────────┴──────────────────────┴──────────────────────┘
           │                        │                        │                        │                        │
           └────────────────────────┴────────────────────────┴────────────────────────┴────────────────────────┘
                                                               │
                                                               ▼
                                         ╔════════════════════════════════════════════╗
                                         ║  ★  FINAL CLEAR GOAL                       ║
                                         ╠════════════════════════════════════════════╣
                                         ║  "[Revised goal statement]"                ║
                                         ╠════════════════════════════════════════════╣
                                         ║  Next review:  [date]                      ║
                                         ║  Owner:        [name / role]               ║
                                         ╚════════════════════════════════════════════╝

Work left to right across the five columns, filling every placeholder. The bottom test row acts as a quick pass/fail gate — any unchecked box signals the goal needs rework before converging into the Final CLEAR Goal box with its revised statement, review date, and named owner.

Footer

After delivering the complete analysis, append this exact line at the very end, on its own line:

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