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New Thinking on Goal Setting

New Thinking on Goal Setting

1.  Types of goals 2.  Design thinking 3.  Vision 4.  Goals strategies 5.  Q&A

Goal Definitions

1.  Object of person’s ambition or future 2.  A destination or aim 3.  Creating a future desired state 4.  Regulatory mechanism for monitoring,

evaluating and adjusting one’s behavior

David et al. (2013) Beyond Goals: Effective Strategies for Coaching and Mentoring. Chapters 1 and 6. Gower Publishing. Surrey, UK

Goal Types - Work

Performance Outcome Learning – knowledge & skills Behaviors

e.g. Meet revenue target e.g. High performing team e.g. How to lead teams e.g. Weekly communication of shared vision and what’s going well

Goal Types – Personal

Performance Outcome Learning: knowledge & skills Behaviors

Jogging ten miles Cardiovascular fitness Exercising regularly, safely Jogging 30 mins, 3x per wk

Performance goals

1.  Get a promotion 2.  Meet project deadline 3.  Teach kids to cook

Thanksgiving dinner 4.  Lose ten pounds

Outcomes goals

1.  To fulfill my life purpose 2.  Deeper relationships 3.  More pleasure in daily life 4.  More life in my future

years 5.  Better health

Skills goals

1.  Manage distractions 2.  Be more creative 3.  Engage strategic

perspective 4.  Be more calm 5.  Deeper connections in

conversations

Habits goals 1.  Connect to higher purpose at day’s start

2.  Daily flow activity 3.  Notice, name, and accept

negative emotions daily 4.  Eat healthy breakfast four days

a week

How long does it take to make a habit?

•  Daily cue •  Average: 66 days •  Range: 18-254 days •  Exercise habits took 150%

longer than eating habits

Lally et al. (2010). How habits are formed. European Journal of Social Psychology. 40. 998-1009

Motivation Performance vs Learning

Performance Outcome Learning – Knowledge & Skills Behaviors

Glory: Prove competence Glory: Prove competence Growth: Build competence Growth: Build competence

David et al. (2013) Beyond Goals: Effective Strategies for Coaching and Mentoring. Chapter 2. Gower Publishing. Surrey, UK

Goal-Setting Theory: Locke & Latham Specific & Difficult (but possible) goals are more successful than easy or vague:

1.  More focus 2.  More energy 3.  More persistence 4.  Triggers creativity – new strategies

Locke, Latham (2002). Building a Practically Useful Theory of Goal Setting and Task Motivation. American Psychologist. Vol 57. No. 9. 705-717

CONFIDENCE

Make sure that confidence in reaching a goal is at least 7/10.

Goal Difficulty EASIER (when confidence is low) §  SMART goals §  Baby step goals

HARD (when motivation is high)

§  Big Hairy Audacious

Goals - BHAGs §  Stretch goals §  Makeover goals

ISSUES with GOAL-SETTING Too challenging

o  Increased risk-taking o  Increased stress, pressure o  Overload o  Failure hurts confidence o  Dishonesty, cheating


Too specific or narrow

o  Ignore non-goal areas

o  Not emergent, adapting as life changes

o  Short-range thinking

o  Hurt present awareness

o  Create a performance ceiling

When to set goals? §  Autonomy §  Motivation §  Strengths §  Challenges §  Strategies

Moore et al, Coaching Psychology Manual, 2015

Goal Time Horizon Distant and abstract §  Long term §  5, 10, 20 year vision Proximal and concrete §  Short term §  One year goals §  Three month goals §  Weekly goals

Value of a Vision

Carson, S. (2010). Your Creative Brain. Knauper et al. (2011). Fruitful plans: Adding targeted mental imagery to implementations increases fruit consumption. Psychology and Health. Vol 26. No. 5. 601-617.

§  Visual representation of goal

§  Imagine new possibilities §  Connect to values &

purpose §  Magnetic like warm sun

Design Thinking

Brown. (2008) Design Thinking. Harvard Business Review.

§  Empathy for needs §  Integrative thinking §  Optimism §  Experimenting §  Collaboration

How to Approach Goals §  Be clear on WHY §  Big picture motivation

§  Address HOW §  Specific steps to get there

Halvorson. (2011). Succeed: How we can reach our goals. Plume/Penguin.

Precontemplation

Contemplation

Action

Preparation

Maintenance

2 1 0 3 4 5 6 7 8 9 10 0

1

2

3

4

5

6

7

8

9

10

C O

N F

I D

E N

CE

I M P O R T A N C E

Select goals with the highest scores

Goal Distance Biases

Future goals §  Bias toward WHY §  Neglect HOW

Immediate goals §  Bias toward HOW §  Neglect WHY


Improve Self Control §  Use it or lose it §  Step it up §  Give it a rest §  Improve your mood §  Find a role model §  Keep blood sugar steady §  Don’t have ‘just one’ §  Don’t tempt temptation


Heidi Halvorson: Goal Motivation

§  Be good §  Approach or

Gain-focused - promotion

§  Get better §  Avoid or

Loss-focused - prevention

Halvorson. (2012). Succeed: How we can reach our goals. Chapters 3 and 4. Plume/Penguin.

Motivation Performance vs Learning

Performance Outcome Learning – Knowledge & Skills Behaviors

Be good: Prove competence Be good: Prove competence Get better: Build competence Get better: Build competence


RECALL BUILD CONFIDENCE

§  Get into growth mindset §  Be a self-scientist §  What am I learning?

Carol Dweck at YouTube: http://www.youtube.com/watch?v=QGvR_0mNpWM

Learning Mindset

§  Experiment §  Be curious §  If you don’t notice benefits

in first 2-3 weeks, try something else

§  Look for synergy among 3-4 new habits

Motivation Types APPROACH GAINS

§  Be successful §  Be healthy §  Get more competent §  Be calm

AVOID LOSSES

§  Avoid mistakes or failure §  Avoid disease §  Avoid regressing §  Reduce stress hijacks


Heidi’s Goals Strategies 1.  When it’s easy 2.  When it’s hard

3.  When your drive is waning 4.  When temptation gets in the way

5.  When you want to be creative 6.  When you need speed

7.  When you need accuracy 8.  When you want to have fun

9.  When you want to have durable happiness


When it’s easy

§  Be Good goals – show off your abilities

§  Promotion goals – focus on what you have to gain


When it’s hard

1.  Focus on HOW or WHAT – articulate specific next steps

2.  GET BETTER goals – focus on improvement not perfection


When it’s hard: Mental Contrasting ü  Benefit ü  Obstacle ü  Benefit ü  Obstacle ü  Benefit ü  Obstacle

Score?? Gabriele Oettingen

http://www.psych.nyu.edu/oettingen/

When it’s hard – develop Grit 1.  Choose Authentic goals – true to your deepest

values

2.  Have long-term focus


William James, 1907 Compared with what we ought to be, we are only half awake. Our fires are damped, our drafts are checked. We are making use of only a small part of our possible mental resources……men the world over possess amounts of resource, which only exceptional individuals push to their extremes of use. William James, 1907

When it’s hard – develop Grit WORK HARD!


Achievement of difficult goals requires not just ability, but sustained and focused application of ability over time.

Grit: Perseverance and Passion for Long-Term Goals

§  Talent §  Confidence PLUS §  Conscientiousness §  Stamina §  Passion §  Drive §  Energy §  Perseverance

Duckworth et al. (2007). Journal of Personality and Social Psychology. Vol. 92. No. 6. 1087-‐1101

CONCLUSIONS •  Grit gets you the most goal

attainment •  Curiosity gets you the most

SWB bang for your goal-striving investment

•  enhanced Meaning orientation, while striving, may best serve to prolong one’s SWB gains.

Personality, Effective Goal-Striving and Enhanced Well-being: Comparing 10 Candidate Personality Strengths

Sheldon et al. (2015). Personality and Social Psychology Bulletin. 1-11.

1.  Grit 2.  Gratitude 3.  Curiosity 4.  Savoring 5.  Control 6.  Meaning in life 7.  Strengths use 8.  Happiness – please 9.  Happiness – engagement 10.  Happiness - meaning

Hard Goals Connect to higher purpose

How can I help others, the world?

When your drive is waning Focus on Why – larger meaning or purpose


Focus on Prevention – what you have to lose

When temptation gets in the way Focus on Why – larger meaning or purpose


Focus on Prevention – what you have to lose

When you want to be creative Use a Promotion focus – what will I gain?


When you need speed Use a Promotion focus – what will I gain? You will pick up the pace.


When you need perfection Use a Prevention focus – what will I lose?


When you want to have fun

Focus on Getting Better


When you want to have durable happiness

Focus on Getting Better

Focus on meeting all of your needs


What insights did you have today?

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