A guide for Managers & Leaders
Supporting �Employees’ �Emotional Wellbeing
Table of Contents
Overview of Intellect’s Services
Understanding Workplace Wellbeing
Caring for Self
Recognising Early Signs of Distress
Decision Framework for Non-Disclosure
Preparing for a Supportive Conversation
Having the Conversation Effectively
Supporting Based on Readiness
Choosing the Right Support Pathways
Referral Protocol: Wellbeing Call
Referral Protocol: Clinical
Post-Referral and Follow-Up Care
Crisis Response: Individual-Level Emergency
Crisis Response: Team Dynamics and Morale
Managing Unexpected Emotional or Behavioural Incidents
Critical Incident Support Plan: Group Support
Building a Healthy Workplace Culture
Clinical Support for Managers & Leaders
Additional Resources: Intellect Sessions
Additional Resources: Intellect Articles
Additional Resources: Webinars and Workshops
Additional Resources: Leadership Sharing
Additional Resources: Goal Setting����
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Overview of Intellect’s Services
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© Copyright 2026 | The Intellect Company
All employees have full premium access to Intellect’s services — fully covered by the organisation.
For details on how to sign up or navigate the app, refer to the App Navigation Guide.
Your Complete Emotional Wellbeing Platform
Intellect’s services follow a stepped-care approach, ensuring employees receive the right level of support based on their individual needs. From everyday tools to high-touch support, this ecosystem provides flexible, evidence-based care across multiple levels.
Prefer using your phone?�
Prefer using your desktop?�
Intellect Helpline
Intellect Proactive
Self-care & skill-building programs��Self-guided CBT programmes and mini sessions that develop and support wellbeing
Intellect �Care
Intellect Coaching
Behavioral health coaching sessions��Virtual sessions with certified coaches, counsellors, and psychologists to achieve your goals and thrive
Clinical counselling and therapy sessions��Virtual sessions with licensed counsellors and clinical psychologists to improve one’s sense of wellbeing
�24/7 distress helpline��On-demand support for urgent and crisis care for both individuals and teams
Intellect Holistic
Nutritional, physical, financial & legal��1-to-1 virtual sessions, in-platform text messaging, and content covering a range of wellness pillars
Understanding Workplace Wellbeing
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Introduction & Purpose
�Emotional wellbeing forms the foundation of healthy teamwork, resilience, and performance. Yet, many employees hesitate to share how they’re feeling due to stigma, or fear of consequences. Your role places you in a unique position of influence — the way you model wellbeing, notice early signs, and create psychological safety directly affects whether team members feel able to seek support.
People managers play a role in shaping the wellbeing climate of a team. This guide gives you practical tools, communication approaches, and leadership resources to help you support your team with clarity and confidence.
Your Role as a People Manager
You engage with team members every day, which means you naturally pick up on changes in their energy, behaviour, or engagement. These shifts — whether subtle or noticeable — often provide early clues that someone may benefit from additional support.
What You Are NOT Expected to Do�
What You ARE Expected to Do�
When to Involve P&C / HR / Professionals�
© Copyright 2026 | The Intellect Company
Caring for Self
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As people managers, we play a critical role in supporting our teams—but it’s equally important that we care for our own wellbeing. Managing others can be emotionally demanding, so taking proactive steps to look after yourself helps you stay grounded, resilient, and effective.
Key Insights: Supporting Your Team Effectively
Here are helpful principles to guide your approach:�
➡️ On the next slide, you’ll find some common early signs you may notice in your team.
Self-care is important, as it…
Improves our mental wellbeing
Builds our resilience towards life stressors
Fuels creativity and enhances performance
Helps you engage with empathy, patience,
and composure
💡Remember, self-care is a deliberate effort to do things that you enjoy to promote positive mental, physical and emotional wellbeing. Learn to prioritise self-care and communicate your boundaries:
© Copyright 2026 | The Intellect Company
Supporting�Your Employees
Stage 1: Recognising Early Signs of Distress
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What Early Signs May Look Like
�People rarely verbalise how they’re feeling right away. Instead, you might notice subtle shifts in how they show up, interact, or work. These cues don’t always mean something is wrong, but they can prompt a helpful check-in. Common indicators include:
Your day-to-day interactions give you unique visibility into how your team is coping. Spotting changes early allows you to provide support before challenges escalate.
Behavioural Changes
Work Patterns
Emotional Cues
Physical Signs
💡 Leadership Insight: Leading by example—such as using Intellect’s tools yourself—helps normalise help-seeking behaviour and strengthens psychological safety.
© Copyright 2026 | The Intellect Company
Decision Framework for Non-Disclosure
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Introducing the Structured Decision Framework
�When there is no disclosure, use the following decision framework to guide your actions:
Observe → Check-in → Monitor → Document → Escalate
This ensures your response is consistent, objective, and grounded in your managerial role.
Not all team members will disclose their mental health challenges—even when they are struggling or when their wellbeing is affecting their work. This framework is designed to help managers take appropriate, supportive actions based on observable behaviours and work impact, without making assumptions or diagnoses.
1. Observe:
2. Check-in:
3. Monitor:
4. Document:
5. Escalate:
Your role is not to determine why this is happening, but to manage what is happening at work and ensure appropriate support is offered.
© Copyright 2026 | The Intellect Company
How to Apply the Framework
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Scenario: An employee has not disclosed any personal or mental health challenges, and over the past two weeks, you’ve noticed a change in their behaviour or work.
Observe
You’ve notice missed deadlines and the employee seems withdrawn during meetings.
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Check-in
You initiate a private, supportive conversation:
“I wanted to check in with you because I’ve noticed you’ve missed a couple of deadlines recently and you seem quieter in meetings. I wanted to see how things have been for you and whether there’s anything affecting your workload or focus.”
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Monitor
After the conversation, you:
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Document
Record your observations over the next few weeks.
Appropriate:
Avoid:
Escalate (If Needed)
If issues continue or worsen:
© Copyright 2026 | The Intellect Company
Stage 2: Preparing for a Supportive Conversation
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Creating the Right Conditions
�Creating a supportive environment helps the person feel safe, respected, and more willing to open up.
Taking a moment to set up the right environment and mindset helps the conversation feel safer, more respectful, and more grounded.
Choose an appropriate setting
Prepare your mindset
The Do’s:�Effective Opening Lines to Start the Conversation�
The Don’ts:�Avoid Phrases that May Feel Dismissive
You don’t need the perfect words—what matters most is showing genuine care and presence.
© Copyright 2026 | The Intellect Company
Stage 3: Having the Conversation Effectively
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A meaningful wellbeing conversation is less about solving a problem and more about creating space for someone to open up.
A Simple, Effective Flow
�The goal of this stage is to build a safe relational space. Use empathy, validation, and reflective listening to guide the conversation.
1. Observe: Share what you have noticed��Keep it factual and neutral —�“I have noticed you seem quieter and more withdrawn this week.”
2. Ask: Express care and invite team members to share��Clarify your intention and open space for them — �“Your wellbeing matters, so I wanted to check in. How have things been for you lately?”
3. Listen: Acknowledge and validate��Acknowledge their experience — �“Thank you for sharing, it sounds like it’s been really challenging.”
4. Support: Explore what might help & discuss options together��Collaborate on possible next steps — �“What would feel supportive for you right now? E.g. wellbeing call, professional support?”
5. Follow-up: Agree on next steps��Summarise clearly to ensure understanding
If Employees Are Hesitant to Talk
Remember, your role isn’t to analyse or provide therapy—your impact comes from creating safety, listening openly, and guiding team members to the right support.
© Copyright 2026 | The Intellect Company
Stage 4: Supporting Based on Readiness
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Knowing how to adapt your tone, pace, and questions builds trust and strengthens the effectiveness of the conversation. Each person opens up differently. Your role is to meet them where they are and adjust your approach so the conversation feels safe and manageable.
What this may look like: �Short answers, avoiding details, or downplaying how they feel.��How to respond:
Helpful language: �“That’s okay, we can go at your pace. I’m here whenever you feel ready.”
What this may look like: �They share some challenges but can’t articulate what’s wrong.��How to respond:
Helpful language:
“It’s okay not to have all the answers. We can figure this out together.”
Scenario A: �They are hesitant or not ready to talk
Scenario B: �Open but unsure of their needs
What this may look like: �Strong emotions, difficulty expressing themselves, or feeling overwhelmed.��How to respond:
Helpful language:
“It sounds like a lot. We can take a moment—no rush.”
What this may look like: �Hopeless comments, sudden withdrawal, or noticeable behaviour changes.��How to respond:
Helpful language:
“Your safety is important. Let’s reach out for support together.”
Scenario C: �They are overwhelmed or emotional
Scenario D: �Concerning or risk-related signals
This stage focuses on HOW you respond, not on what action you choose. Your goal is to match your presence, pace, and tone to what they feel ready for.
© Copyright 2026 | The Intellect Company
Stage 5: Choosing the Right Support Pathways
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Once you understand what the person is experiencing, choose the level of support that best aligns with their needs without diagnosing or making assumptions.
Use When:�They feel okay overall but need tools, structure, or small adjustments.��Options:
See App Nav Guide for key features
Helpful Language: �“There are tools in the app that many people find helpful. You can explore it at your own pace.”
Use When:�They seem overwhelmed or unsure what kind of help they need.��What It Offers:
Access Wellbeing Call process
Helpful language:
“A wellbeing call could give you someone supportive to talk to and help you get clarity.”
Self-Guided App Sessions�(Early or Mild Signs)
Wellbeing Check-in Call�(Moderate Distress / Needs Clarity)
Use When:�They show ongoing emotional difficulty, struggle to cope, or it affects daily functioning.��Options:
�Access Clinical Referral process
Helpful language:
“It might help to speak with someone who can support you more deeply—I can help you get connected.”
Use When:�They express hopeless or concerning statements, show alarming behaviour, or you’re worried about their safety.��Actions:
Helpful language:
“Your safety is important. Let’s reach out to immediate support together.”
Clinical Support�(Persistent or Escalating Distress)
Risk Escalation�(Safety Concerns)
This stage is about WHAT you do next—selecting the right support option based on the person’s needs and preferences.
© Copyright 2026 | The Intellect Company
Stage 6a: Wellbeing Call Referral Protocol
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For situations where an employee may benefit from timely �emotional support.
Manager referral
1. Contact the 24/7 Helpline�Call the Helpline number listed on the Intellect app, web or microsite. You’ll be asked to provide brief details such as the employee’s name, location, and a concise description of your concern.
2. Or, send an email to ciu@intellect.co with the following details:
Always ensure you have the employee’s consent before making a referral. �If they feel unsure, reassure them that the call is supportive, confidential, and not evaluative.
Intellect’s wellbeing check-in call
A Wellbeing Ranger will reach out directly to the employee for a supportive conversation and to discuss next steps.
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Follow-up Clinical Sessions
If further support is needed, clinical sessions will be arranged based on the employee’s consent and needs.��
When to use this referral: When you’re concerned about an employee’s emotional wellbeing—particularly if they appear withdrawn, distressed, overwhelmed, or unsure what they need—and may not yet be ready for formal counselling.
Confidentiality �All interactions between Intellect and the employee remain confidential. Information is only shared with people managers / P&C / HR if:
© Copyright 2026 | The Intellect Company
Stage 6b: Clinical Referral Protocol
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For situations where an employee may benefit from higher-touch psychological support or structured therapeutic care.
Manager referral
Send an email to support@intellect.co using the following template: ��I would like to refer the following employee for wellbeing support
Consent from the employee is required before making a clinical referral. Reassure the employee that clinical sessions are confidential and focused on their wellbeing.
Clinical Session
Intellect will review the referral and arrange a virtual or in-person clinical session within 5 working days. Follow-up sessions or additional care may be recommended based on the employee’s needs.�
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When to use this referral: When the employee is experiencing significant or persistent emotional distress, or when their wellbeing concerns may require clinical-level support from a counsellor or psychologist. Common indicators include:
Confidentiality �All interactions between Intellect and the employee remain confidential. Information is only shared with people managers / P&C / HR if:
© Copyright 2026 | The Intellect Company
Stage 7: Post-Referral and Follow-Up Care
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After a referral, you can:
Your role continues after a referral. Gentle, consistent follow-up helps sustain psychological safety, reinforce trust, and support the team member’s recovery.
Maintain gentle, non-intrusive check-ins
Example: “How have things been feeling for you this week?”
Respect privacy and boundaries
Important: Confidentiality is essential for psychological safety.
Notice continuing or escalating signs
�Note: If you notice these, gently reopen the conversation or follow escalation steps.
Provide steady support and adjust expectations where needed
�Example: “No pressure. I am here if you want to discuss potential adjustments”
After offering support options, maintain gentle, ongoing check-ins to show care and presence. �Always respect the team member’s preferences regarding the type and level of support they choose.
© Copyright 2026 | The Intellect Company
Crisis & Critical Incident Protocols
Crisis Response: Individual-Level Emergency
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When to activate this protocol
�
This protocol guides you what to do when a team member may be at immediate risk of harm or experiencing severe emotional distress.
Safety-related comments
Concerning behaviours
Signs of imminent risk
What You �Shouldn’t Do �
Your Immediate Priorities�
After The �Crisis�
Your role is to stay present, provide calm support, and connect the team member to immediate professional help—not to evaluate risk or provide counselling.
© Copyright 2026 | The Intellect Company
Crisis Response: Team Dynamics and Morale
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When to activate this protocol
�
When one employee is experiencing mental health challenges, the impact often extends beyond the individual. Team members may experience increased workload, emotional strain, uncertainty, or concern.
Recognising team-level impact
Balancing compassion and fairness
Managing peer concerns without breaching confidentiality
Instead, focus on
Suggested Script
People managers are encouraged to be as open and honest as possible but as a starting point, please refer to our suggested script:
I understand that the team has been carrying additional workload recently. I’m actively reviewing priorities and looking at how we can redistribute tasks more fairly. If you’re feeling stretched, please let me know so we can address it.
© Copyright 2026 | The Intellect Company
Managing Unexpected Emotional
or Behavioural Incidents
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At times, managers may encounter unexpected emotional or behavioural reactions that disrupt the work environment or affect team safety—even when there has been no prior disclosure.
You are not expected to provide counselling or resolve emotional distress on your own.
Helpful language:
“I can see this is really upsetting for you. Let’s step into a quieter space so we can talk.”
“I want to understand what’s going on, and I also want to make sure everyone feels safe.”
Common Situations You May Encounter
What to Do in the Moment (De-escalation)
If behaviour is escalating:
If you feel safety is compromised:
Follow-up with the individual:
Escalate Patterns or Repeated Incidents
Ensuring Team Safety and Minimising Disruption
Follow-Up and Documentation
(After the Incident)
Your role is to maintain psychological and physical safety, de-escalate where possible, manage the impact on others, and involve P&C / HR when needed.
© Copyright 2026 | The Intellect Company
Critical Incident Support Plan: Group Support
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A Critical Incident Support Plan (CISP) provides comprehensive support to team members across the organisation to address and manage traumatic and distressing experiences in the workplace. The goal is to help the team members effectively process the critical incident healthily.
����
If more information on CISP is required, refer to our FAQ or reach out directly to your HR team.
Examples of Critical Incidents
Critical incidents are sudden and unexpected, and oftentimes overwhelm team members’ coping capacity. Examples of critical incidents in the workplace:
Why is CISP important?
A critical incident can adversely impact a person's physical, emotional, and psychological wellbeing. Professional support can mitigate these negative impacts by helping employees understand their reactions to the incident and process the traumatic experience in a healthy manner, thus reducing the risk of potential long-term adverse effects.
What support is provided for CISP?
© Copyright 2026 | The Intellect Company
Helpful Tools & Resources
Building a Healthy Workplace Culture
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Creating a healthy workplace culture is crucial for your organisation's success. As a people manager, it's important to cultivate a supportive and inclusive environment. Doing so not only enhances wellbeing but also fuels productivity and innovation.�
Prioritise Psychological Safety ❤️🩹
To contribute their best work, team members must feel comfortable sharing ideas, taking risks, and expressing concerns without fear of retribution. People managers can foster this by encouraging open communication, actively listening, appreciating contributions and valuing feedback.
Foster Inclusivity and Diversity 🌈
A diverse and inclusive workplace is more dynamic and resilient. People managers can champion diversity by implementing unbiased recruitment processes and providing equal opportunities for advancement. Regular training on implicit bias and cultural competence, celebrating cultural events, and encouraging diverse perspectives further strengthens inclusivity.
Encourage Work-Life Balance 💆
Burnout is a significant issue affecting productivity and team members satisfaction. People managers can support work-life balance by setting clear boundaries, promoting flexible work arrangements, and encouraging breaks and vacation time. Demonstrating a commitment to work-life balance at the leadership level sets a powerful example for the entire organisation.
Promote Professional Growth 📈
Investing in team members development not only enhances skills but also boosts morale and loyalty. People managers can provide opportunities for continuous learning through workshops, courses, and mentorship programs. Regular performance reviews with constructive feedback and clear career progression paths also motivate team members to strive for excellence.
Recognise and Reward Contributions 👏
Acknowledging team members’ hard work and achievements is crucial for maintaining high morale and engagement. People managers can implement recognition programs that highlights both individual and team accomplishments. Simple gestures, like public acknowledgment in meetings or personalised thank-you notes, can significantly boost morale. �
Cultivate a Sense of Community 🤝
Building a strong sense of community within the workplace enhances collaboration and job satisfaction. Activities such as team-building exercises, social events, and collaborative projects foster strong interpersonal relationships. People managers should also encourage cross-departmental initiatives to break down silos and promote unity. ��Lead by Example 🧭
The behaviour of people managers sets the tone for the entire organisation. People managers must embody the values and principles they wish to see in their teams. This means demonstrating integrity, conscientiousness and empathy in all interactions. Leading by example fosters trust and inspires team members to follow suit, creating a positive and healthy workplace culture.
© Copyright 2026 | The Intellect Company
Clinical Support for Managers & Leaders
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Example Scenarios of Clinical Support in Action
Build an inclusive and engaged team��Your clinician can help you strengthen emotional intelligence, build psychological safety, and develop coaching skills to inspire and empower �your team.
Supporting a struggling team member��Show genuine interest and listen without judgment. Normalise support by sharing your own Intellect experience, rather than just suggesting it.
Strengthening yourself as a manager or leader
�Accessing clinical sessions give you space to reflect, build resilience, boost confidence, and manage stress effectively.
Clinical Testimonials
“First time doing counselling and I found it very helpful. He gave me useful visual metaphors I can remember and a daily exercise I can easily practice”
“Counselling has been really rewarding. I learned how to better support my team and reflect on my leadership”
“Very informative and supportive”
Solution-focused and skill-based clinical sessions for people managers is a collaborative, empowering approach that guides you through a thought-provoking process—helping you unlock your potential and lead with clarity, empathy and impact.
© Copyright 2026 | The Intellect Company
Additional Resources: Intellect Sessions
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Explore a curated library of in-app and web content designed to help people managers strengthen resilience, emotional intelligence, and team wellbeing. These bite-sized lessons provide practical tools to help you grow as a leader and support your team more effectively.
�
Leading Through Burnout: Prevention and Recovery ��This learning path helps leaders understand the signs of burnout and adopt preventive strategies. Learn techniques to maintain sustainable leadership energy, balance, and wellbeing.
For a full list of leadership resources, click here!
Managing Anger as a Leader��Discover how to transform anger from a reactive emotion into a constructive leadership tool. This session guides you in recognising triggers, communicating effectively, and modelling emotional regulation for your team.
What It Takes to Lead Effectively��Inclusive leadership goes beyond managing diversity—it’s about embracing differences to inspire innovation and collaboration.
Learn how to create an environment where every team member feels valued, respected, and motivated to thrive.
© Copyright 2026 | The Intellect Company
Additional Resources: Intellect Articles
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At Intellect, we have a wide range of resources that can support your growth as an individual or as a leader, ensuring you have the tools and guidance needed to reach your full potential. Intellect Articles offer expert perspectives you can draw from to enhance both your personal and organisational growth.�
Articles for Managers & Leaders ��These articles provide practical insights, tips, and proven strategies to help leaders foster a healthy and engaged workplace culture. For example:�
Articles for Team Members��To continue supporting your team’s wellbeing, consider sharing these articles to demonstrate your commitment and care. They’re also great conversation starters that normalise mental health topics and encourage open dialogue. Examples include:�
For a full list of all articles, visit Intellect’s Resources.
© Copyright 2026 | The Intellect Company
Additional Resources: Webinars & Workshops
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Intellect’s webinars are designed to equip people managers and their teams with the tools to cultivate self-mastery, resilience, and growth—unlocking their full potential both within and beyond the workplace. Led by experienced trainers within the Intellect network, these sessions combine interactive polls, reflective exercises, and practical wellbeing strategies to create a dynamic learning experience that caters to diverse learning styles and preferences.
�
To book a session, please reach out to your HR Team.
Leadership Webinar Sessions
Covering essential leadership principles, our 60-minute sessions equip people managers with actionable insights to inspire, engage, and support their teams effectively. Whether you’re a seasoned leader or just starting your journey, these sessions offer immediate takeaways for meaningful impact.
Adaptive Leadership in Changing Times
Navigate change with confidence in Adaptive Leadership and learn key strategies to lead effectively, stay resilient, and guide your team through uncertainty and transformation.
Authentic Leadership: From Vulnerability to Strength
Discover how to lead with authenticity and explore the power of vulnerability in building trust, fostering connection, and becoming a more effective, inspiring leader.
Well-being Check: Prioritising Team Mental Health Through Meaningful Check-ins
Gain practical tools to ensure mental health remains a priority and strengthen team connections through consistent, meaningful check-ins.
From Awareness to Action: Supporting Mental Health in the Workplace
Equipping leaders with knowledge on the importance of mental health in the workplace, tools to identify early signs of distress, and practical skills to support their teams.
Psychological Safety, Trust & Empowerment
Build trust and psychological safety within teams by learning how to create safe spaces for open communication, encourage risk-taking, and a culture of learning and growth.
Diversity, Equity & Inclusivity (DEI) in Action: Creating a Safe and Inclusive Workplace
Understand the practical steps each individual can take to foster an inclusive workplace, creating a harmonious and diverse professional environment.
Unlocking Emotional Intelligence (EI) for Effective Leadership
Learn how to leverage EI and empathetic skills to build stronger relationships, manage conflict constructively, and provide impactful feedback.
© Copyright 2026 | The Intellect Company
Additional Resources: Leadership Sharing
23
Among Intellect’s clients with the highest utilisation rates, one of the strongest drivers is leadership influence. When company leaders—especially C-level executives and department heads—share their own experiences using Intellect for their wellbeing, team members are more likely to feel supported, view mental health as less stigmatised, and feel encouraged to seek support.
Wondering how to use this? We recommend sharing in a company-wide meeting, town hall, or via an internal email.
�
Suggested Script
Hi there, team! Today, I want to talk about something that's close to my heart: our overall wellbeing and the mutual support we provide one another.
You know, it's easy to get caught up in the daily grind and forget about taking care of ourselves. But the truth is, our mental and emotional wellbeing matters just as much as our physical health. That's why I'm excited to share something that's already been making a positive impact in my own life: our new partnership with Intellect and their wellbeing platform.
Now, I'll be honest. At first, I was a bit sceptical. You might be too, and that's completely okay. But then I decided to give it a shot. I downloaded the app version, explored their content, tried out their clinical services, and even reached out to their helpline with a few questions. And, it's been an eye-opening experience.
Mental wellbeing support isn't about pushing a one-size-fits-all approach. It's about empowering us to take charge of our own wellbeing journey. It's like having a toolkit of resources right at your fingertips—whenever you need them, wherever you are.
Using this platform, I've been able to build better habits, manage stress more effectively, and simply find moments of calm in the midst of a busy day. And here's the thing, it's not about having all the answers. It's about taking small steps, learning, and growing.
So, here's my invitation to you. Give it a try. Take a moment for yourself and explore what Intellect has to offer. Let's break any stigma around seeking support—it's a sign of strength, not weakness. And as we embrace this journey together, let's create a workplace where we're all thriving, not just professionally, but personally too.
I'm right here with you, learning, trying, and taking steps towards a healthier, more balanced life. Join me on this journey. Let's make wellbeing a part of our everyday routine.
Take care, and remember—we're in this together.
Leaders are encouraged to be as open and honest as possible but as a starting point, please refer to our suggested script:
© Copyright 2026 | The Intellect Company
Additional Resources: Goal Setting Journal
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Using the SMART goal framework is a practical and effective way for people managers to guide their teams with clarity and purpose. By setting goals that are Specific, Measurable, Achievable, Relevant, and Time-bound, people managers create clear direction and shared accountability—helping team members stay focused, motivated, and aligned with organisational priorities. This structured approach not only drives productivity but also strengthens engagement, collaboration, and professional growth across teams.
Set SMART goals for effective goal-setting
What is one goal you want to accomplish? �Think about an area in your life that you’d like to improve (e.g. your mental health, financial status, fitness, etc)
SPECIFIC: Have a clear aim for your goal? �Why do you want to achieve this goal? What would you like to change about your life?
MEASUREABLE: How will you track your progress and define success? �It can be an objective measurement, like a number, or subjective, like a change in habits or attitudes.
ALIGNED: Are your goals aligned with your personality, interests, and values? �How will they serve your life, relationships, or career?
REALISTIC: Are your goals achievable? �Take stock of any limitations such as budget or time constraints. Keep your goal simple and within reach!
TIME-BOUND: When do you want to achieve this goal by? �Break down your project into smaller milestones, and set deadlines for them to keep yourself on track.
WELL DONE!
Use the goal-setting journal in the Intellect app today!
© Copyright 2026 | The Intellect Company