In many stages of life, we set goals to motivate us and to give us something to work towards. If you’re considering making a lifestyle change, switching careers or enhancing your performance, goal setting can be an important tool to help you achieve your aspirations. Goals are essentially small objectives that we set to achieve a desired result. Read on to find out more about the benefits of goal setting, some common pitfalls associated with setting goals, and three different frameworks to help you set performance enhancing goals.
Why goals may be helpful
Goals may be one way to boost our sense of wellbeing, keep us accountable and increase focus (Riopel, 2019). Research suggests that goals are an excellent tool to create a buffer against stress and boost happiness (Corporate Finance Institute, 2023). The PERMA model sets out five core elements of wellbeing. One element of this model, talks about the importance of accomplishments in increasing confidence and self worth. Goal setting is a strategy that naturally evokes a sense of accomplishment and achievement. In turn, this may help to maintain or improve mental health (HealthDirect, 2024). Research by Kovich et al. (2023) suggests that achieving and working towards accomplishments may be the most relevant and important contributor to overall wellbeing.
When goals may not be helpful
Although there are many upsides to goal setting, if done incorrectly, it can lead to increased pressure and anxiety. A common mistake people make is setting unrealistic goals. Although it’s always good to dream big, setting big goals without breaking down the steps to achieve them can lead to stress, disappointment and discouragement (Mind Tools, 2024). Another common error in goal setting is treating the time before goal achievement as a state of failure. Imber (2023) suggests that some people make the mistake of believing they are in a state of failure until they achieve their goal, and when they do, success is often short-lived as the next goal is already set. Many working professionals love the challenge of working towards goals. However, setting too many goals may lead to feeling overwhelmed or a sense of failure from incomplete goals (Lawson, 2023). For these reasons, it’s important to approach goal setting in a realistic and flexible way.
Numerous frameworks have been developed in order to help with goal setting. Below are three different frameworks which may help when setting goals.
- SMART Goals are an acronym for Specific, Measurable, Achievable, Relevant and Time- bound (Sutton, 2024).
- Specific: the goal must be clear, targeting a specific area for improvement
- Measurable: progress towards the goal must be quantifiable and the individual setting the goal must know what success looks like
- Achievable: the goal should be challenging but not impossible. Success should be achieved through gently pushing boundaries.
- Relevant: the goal should be relevant in consideration of current resources and abilities and should target overall aims and objectives
- Time- bound: goals should have some deadline or end-date. This may aid in avoiding procrastination and increasing motivation
- Hard goals are considered to be more challenging and are commonly set in business environments to promote change and push people out of their comfort zone. ‘Hard’ stands for Heartfelt, Animated, Required and Difficult (Sutton, 2024; Forbes, 2024).
- Heartfelt: this goal should be something that is of high importance to the individual setting it. This helps inspire motivation and create a sense of drive.
- Animated: You should be able to clearly visualise your goal and how you will achieve it. This may help to connect with the goal and create a clear picture for the future.
- Required: When setting your goal, it is important to consider whether this goal is necessary and aligned with your vision for the future. You are more likely to work towards a goal which enables your vision for the future.
- Difficult: It’s important to consider if your goal will push you out of your comfort zone and challenge you. Motivation to work towards the goal may be impacted if the goal is too easy or too hard.
- Three types of goals
- Outcome goals: are those goals which specify the end state you are aiming to achieve. For example, an outcome goal might be to find a role earning $200K per year within the next two years.
- Performance goals: are those goals which we can use to track our progress on the way to our desired end state. For example, we might have a performance goal to work in a large corporate organisation within 6 months as a stepping stone to earning $200K within two years. We can think of these goals as being like milestones along the way.
- Process goals: are those goals which outline the actions we will take on the way to achieving our ultimate outcome goal. For example, in order to achieve our goal of earning $200K per year we may decide to meet with our mentor at least once per month, or create one new connection in our business network per week. You can think about these goals as being like the system you put in place to achieve your outcome goal.
Whilst outcome and performance goals are important, setting process goals may significantly enhance your levels of self-efficacy, motivation and commitment (Williamson et al., 2022).
The process of creating and setting goals can be a challenging process. Sometimes it can be useful to consult a professional to help prioritise and manage goal setting. Book a 15 minute consultation to find out how I may be able to help.
References
The Importance, Benefits, and Value of Goal Setting
PERMA Model – Overview, Core Elements and Workplace Application.
Application of the PERMA Model of Well-being in Undergraduate Students – PMC
https://www.mindtools.com/aen9l5z/eight-common-goal-setting-mistakes
Career tips: Why setting goals is bad for you
Too Many Goals, Too Little Time.
SMART Goals, HARD Goals, PACT, or OKRs: What Works?
15 Goal-Setting Frameworks You Should Know – UpRaise
HARD Goals, Not SMART Goals, Are The Key To Career Development
Disclaimer – this blog is for education and information purposes only. It does not constitute individual advice. The information contained in this post may not be applicable or appropriate for everyone. If you need support, consider seeking individualised support from a qualified health professional.
