As we approach a new year, many of us are thinking about setting goals. But let’s be honest—how many of those goals actually stick? If you’re like most people, probably fewer than you’d like.
But the answer is not just about willpower or wanting it badly enough. Research shows that combining two powerful frameworks creates a knockout combination for goals that work and keep you motivated to follow through.
Think of it as a 1-2 punch. The best research on goal-setting, conducted by Locke and Latham, shows us how to structure goals effectively. Combine that with the foundational research on motivation by Deci and Ryan, and we are setup to craft goals that motivate and goals that we’ll follow through on!
Punch 1: Make Your Goals Effective
Ever notice how “I want to get healthier” tends to fade away, while a goal like “I’ll exercise 30 minutes a day, on Monday, Wednesday, and Friday mornings before work” often sticks? That’s no accident. Locke and Latham’s research identified five critical elements that make goals work:
- Clarity: Specific, concrete goals consistently outperform vague aspirations. You need to know exactly what success looks like.
- Challenge: Your goals need the right level of challenge. Research shows the sweet spot is at a surprisingly precise 4% beyond your current ability—just enough stretch to energize you without causing overwhelm.
- Commitment: This comes next, and it’s deeply personal. You’re far more likely to achieve a goal you genuinely care about than one picked out of a sense of obligation to someone else.
- Feedback: Regular progress checks keep you on track. Without progress checks, you’re essentially driving with your eyes closed.
- Task Complexity: The more complex your goal, the more you need to break it into smaller, manageable steps.
Punch 2: Make Your Goals Motivating
While Locke and Latham tell us how to structure goals, Deci and Ryan explain why some goals feel energizing while others feel like a slog. Their research shows that truly motivating goals align with three core psychological needs:
- Autonomy: You need to feel ownership over your goals. When was the last time you felt genuinely motivated by a goal someone else picked for you?
- Mastery: This is the desire to grow and improve. Notice how focusing on progress rather than perfection tends to keep you engaged longer?
- Purpose: Goals tied to something meaningful last longer than those floating in isolation. For instance, “improve team collaboration to deliver a product we’re proud of” has more staying power than simply “work harder.”
Your Knockout Combination
Ready to put these frameworks together? Here’s how:
- Start with that 4% stretch, but make it about mastery. A small but challenging step forward builds momentum better than a giant leap.
- Write it down and split it up. Clarity increases dramatically when you articulate your goals on paper and break them into concrete next actions.
- Create feedback loops. Whether it’s a journal, an app, or regular check-ins with a colleague, find ways to track progress and celebrate milestones.
- Keep reconnecting to purpose. When motivation wanes (and it will), revisiting your “why” can reignite your drive.
Want Some Help?
Email us and share a goal you’re working on. We’ll offer personalized feedback to refine it and boost your chances of success.
Ready to dig deeper? Check out our Effective Goal Setting online course. This self-paced program incorporates the ideas in this newsletter and gives you a simple scorecard approach to help you craft clear, meaningful, and motivating goals for yourself and your team. Start today at learning.humanizingwork.com.
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