For many years in corporate life, at about this time of year (December), I was asked to put together my goals and then challenged to make them S.M.A.R.T (Specific, Measurable, Achievable, Realistic and Timed - other variations exist but the intention is broadly similar). Usually by about February it was pretty obvious that some of them wouldn't be achieved, and some weren't needed any more.
I wasn't alone.
SMART goals simply weren't smart, although the idea and principles make good sense. They are a great way to help people who are inexperienced in goal setting to think through what's needed, but they have weaknesses too. Over many years of working within and leading teams I learned that SMART goals aren't really goals at all, they aren't the things that drive us, they lacked ownership (many were just written do to satisfy the boss's boss that everyone knew what they were doing - what a laugh), and the measures and timing virtually guaranteed a degree of failure. As an example, a writer might set a S.M.A.R.T goal to write a book by March and to complete the outline by January. One month into the year a minor delay means the goal is missed, from then on it's catch up all the way.
Motivationally it's a poor choice.