The psychology of goal setting
Goal setting is one of the most studied topics in work psychology. Its core findings are simple, practical and frequently ignored.
The short answer
Goal-setting research, summarized by Edwin Locke and Gary Latham, suggests that specific, challenging goals generally lead to better performance than vague "do your best" goals, provided people are committed, receive feedback and have the ability to reach them. For complex tasks, learning goals, focused on developing strategies or skills, can be more useful than performance targets at first.
Key principles of goal-setting theory
| Principle | Meaning | Example |
|---|---|---|
| Specificity | Clear targets guide effort | "Write 500 words daily" vs "write more" |
| Challenge | Harder goals can increase effort, within reason | Stretch but achievable targets |
| Commitment | Goals work when people care about them | Personally chosen goals |
| Feedback | Progress information allows adjustment | Weekly tracking |
| Task complexity | Complex tasks may need learning goals first | "Learn three analysis methods" before "increase output" |
What's actually going on
Goals affect performance through several mechanisms. They direct attention toward relevant activities, energize effort, increase persistence and encourage people to develop strategies. Without feedback, however, people can't tell whether their effort is working. And when a task is new or complex, a demanding performance goal can push people into rushing rather than learning, which is why learning goals matter.
Applying goal research by personality style
| Style (often seen in) | Natural advantage | Adjustment |
|---|---|---|
| Achievement-oriented (3, 8) | Commitment to challenging targets | Add learning goals for complex tasks |
| Detail-focused (1, 6) | Specificity | Avoid goals so specific they become rigid |
| Exploratory (5, 7) | Learning goals | Add clear completion targets |
| People-focused (2, 9) | Motivation through others | Make sure personal goals get commitment too |
| Meaning-focused (4) | Values-driven commitment | Add measurable steps |
A goal-setting template
- Goal: specific outcome or learning target.
- Why it matters: link to personal values.
- Measure: how progress will be tracked.
- Deadline: when you'll review it.
- Obstacles: likely barriers and if-then plans.
Goal-setting questions
What makes a goal effective?+−
Specificity, appropriate challenge, commitment and regular feedback.
Are "do your best" goals useful?+−
Research suggests specific goals generally lead to better performance.
What is a learning goal?+−
A goal focused on developing skills or strategies rather than reaching a performance target.
Can goals be too hard?+−
Yes. Goals should be challenging but achievable, and complex tasks may need learning goals first.
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Sources and further reading
- American Psychologist (Locke & Latham, 2002) / PubMed: Building a practically useful theory of goal setting and task motivation: A 35-year odyssey
- The Enneagram Institute: The Nine Enneagram Type Descriptions
- Journal of Clinical Psychology / PubMed: The Enneagram: A systematic review of the literature and directions for future research