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For those not familiar, this is a fairly good explanation of SMART goals.
It's good and kind of you to explain SMART ...but let me tell you as exec management it's bullshit designed fulfull some other HR exec management's last HR course they took, or some obscure ESG requirement.
I tell my people what needs doing, and then they *just do it *because they are far smarter than me at their own jobs and usually find a more efficient way, with better outcomes, than I could design. I set an overarching goal, they do the rest how they see fit.
Hire the right people and you don't need corporate schemes like this.
I'm luckily enough to work on a small team like the one you described, and yeah - our trello board isn't fully fleshed out. We can put vague descriptions of what needs to be done and the team gets it done.
I think SMART goals are one of those rare times where an HR course writer unintentionally hit on something that some people need to hear. There's a junior engineer on my team whose goal was just, "I want to get better at infosec" - not measurable, time boxed, etc. by trying to at least hit one or two of the guidelines, they were able to flesh out this goal into things like "I want to attend a major security conference this year" and "I will study for, and achieve my Security+ cert".
It worked for them - and helped them clarify their broad nebulous goal into smaller specific and achievable goals - but obviously like all business/hr things SMART goals aren't for everyone.
That's a fair point about SMART being exactly what some people may need to hear. I hadn't thought about it that way.