Issue 42: Today’s Brew: Goal Setting with Empathy—Reflect Before You Reset

☕ Brewed for Leaders Who Care

Espresso & Empathy — Issue 42

By: Shannon Foster

Founder & Senior Consultant, Martin & Foster Consulting

December 17, 2025

As the year comes to a close, many leaders feel the familiar pressure to move quickly into “what’s next.” New goals. New targets. New expectations.

But before we reset the calendar and race forward, there’s an important leadership pause we often skip.

Reflection.

At Martin and Foster Consulting, we believe empathetic leadership isn’t just about how you respond in hard moments—it’s about how thoughtfully you move people forward. And meaningful goal-setting doesn’t start with ambition. It starts with awareness.

Before You Set New Goals, Honor the Year That Was

This past year likely asked a lot of your people—more than any performance plan ever captured.

Change.

Uncertainty.

Shifting priorities.

Personal challenges carried quietly alongside professional ones.

When leaders skip reflection, teams feel unseen. When leaders acknowledge effort, learning, and resilience—even imperfect outcomes—trust deepens.

Empathy reminds us that progress isn’t only measured by what was achieved, but by what was navigated along the way.

When Goals Were Met—and When They Weren’t

Not every goal reached its finish line. And that’s okay.

Some goals were unrealistic.

Some were derailed by circumstances beyond anyone’s control.

Some revealed gaps in systems, resources, or clarity.

Empathetic leaders don’t treat missed goals as failure. They treat them as feedback.

Reflection turns “What went wrong?” into:

• What did we learn?

• What needs adjusting?

• What support was missing?

• What should we carry forward—and what should we release?

That’s where growth lives.

Setting Goals with Empathy Doesn’t Lower Standards—It Strengthens Them

Empathy in goal-setting is not about lowering expectations. It’s about setting people up to succeed.

Empathetic goal-setting:

• Considers capacity, not just ambition

• Aligns expectations with available resources

• Invites conversation instead of compliance

• Balances accountability with humanity

When people understand the “why,” feel included in the “how,” and believe leaders see the full picture—they commit more fully to the “what.”

What Empathetic Goal-Setting Looks Like in Practice

Instead of rushing straight into next year’s objectives, consider starting with:

• Honest reflection conversations, not just scorecards

• Recognition of effort, growth, and resilience

• Clear communication about priorities and trade-offs

• Goals that are challenging and sustainable

Empathy doesn’t slow progress.

It removes friction.

Leadership Self-Audit: Reflect Before You Reset

Ask yourself:

• Have I acknowledged what my team navigated this year—not just what they produced?

• Did I celebrate progress, even when outcomes weren’t perfect?

• Am I setting goals based on reality or on pressure?

• Have I invited my team into the conversation about what’s possible?

• Do my goals reflect trust—or just urgency?

If reflection feels uncomfortable, that’s often a sign it’s needed.

Final Thoughts

The most effective leaders don’t rush people into the future without honoring the past.

Empathy gives goal-setting depth.

Reflection gives it meaning.

And together, they create momentum that lasts.

Before you reset, pause.

Before you plan, listen.

Before you push forward, acknowledge how far your people have already come.

That’s leadership that builds trust—not just targets.