How To Use Goal Setting Theory For Your Work Goals

If you want to have a great year, you’ll boost your likelihood of success by setting goals. And using goal setting theory, specifically, is the best way to ensure you achieve all that you aspire to. While you may think you’ve heard it before—goal setting theory will probably surprise you.

You’re wise to create goals and work toward them. Because having something to strive for will help you thrive—because it is strongly related to your wellbeing and happiness. Relaxation is great, and we all need it, but you also need a reason to get up in the morning or inspiration to get off the couch—and goals are an effective way to motivate yourself toward a better you.

You’ve probably heard of SMART goals: Goals that are specific, measurable, actionable, realistic and time bound. But while they are related to goal setting theory, they’re not the same. Here’s what goal setting theory (really) is—and how it can work for you.

What Is Goal Setting Theory

Goal setting theory says that you’ll be more motivated and more likely to behave in ways to achieve your desired outcomes when goals have a few key characteristics—namely clarity, challenge, commitment and feedback.

You can rely on this framework, because goal setting theory is the result of research by Locke and Latham who analyzed 400 different studies on goals, motivation and behavior and found the primary aspects that mattered most to performance and outcomes.

So how can this be applied to professional goals, and what are some examples of good professional goals for the new year? Here are the most important points to know.

1. Goals Must Be Clear and Specific

Goals must be clear and specific. When goals are specific, you’re more likely to achieve them, because you know what you’re going after. For example, your general goal to advance your career won’t work as well as a more specific goal to build your professional network with three new contacts this year.

Professionally, you can use goal setting theory to establish a few primary goals that are precise and detailed. For example, you may want to set a goal to build your network through becoming a member of a professional organization and joining a committee for the group.

2. Goals Must be Challenging

Goal setting theory also finds that challenging goals are the most motivational. It’s best to find your sweet spot between something that’s tough, but not so difficult that it’s beyond your capabilities. This will be different for everyone, so you’ll need to try and test for things that will be the most meaningful and relevant to you.

Interestingly, you’re more likely to reach a goal when you believe you have the capacity and capability to be successful, according to the research by Locke and Latham. This is why you need to find the right balance in something that is challenging, but also doable.

Professionally, you can use goal setting theory to establish the right level of challenge. For example, you might want to pursue new learning that is related to your field—through obtaining a certification, accumulating class credits or micro credentials. Set your goal so it stretches you, but not to the point that it exhausts you or undermines your confidence.

3. Goals Must Include Commitment

You’ll also be most likely to achieve your goals when you’re committed to them. Ensure that the objectives you’re setting are important to you, personally. Sometimes we can be influenced by others and drawn toward goals that get a lot of attention online—but you’re most likely to shift your behavior and take action to achieve your goals when you’re personally enthusiastic about the outcomes you’ll accomplish.

Professionally, you can use goal setting theory by ensuring your interest in a goal. Consider a few different goals, and then determine what you’re most enthusiastic to achieve.

For example, getting to a leadership position may be on your list, but you realize managing people isn’t what you love, so you choose to become a mentor instead. Or it may seem cool to start a business, but you realize that you prefer a steady paycheck and the relationships you have with your team, so you decide to pursue a promotion with your employer instead.

The key is to check in with yourself and commit to something that is personally motivating to you.

4. Goals Must Include Feedback

With goal setting theory, another critical component is feedback. If you set a goal and don’t know how you’re progressing, it will be hard to stay motivated. On the other hand, if you can see how you’re doing—for better or worse—and with small wins or big bets—you’ll be able to make adjustments or course corrections. And these will increase your likelihood for success.

Professionally, you can use goal setting theory by establishing check points or feedback systems for yourself. If your goal was to accumulate certain certifications, you can easily determine how many you’ve accomplished.

Or if your goal is to establish your personal brand on a social network, you can measure the level of engagement you receive. If you set a goal to make good choices about how you spend your time in work and life, you can seek feedback from family members and teammates about how you’re following through on projects and presence.

Consider These Career Goals

So, what are good career goals? The career goals you establish will depend on what’s most important to you. There are all kinds of options to consider.

• Get promoted or advance to leadership
• Achieve greater career stability or a pay increase
• Start a business or a side hustle
• Develop your personal network or your personal brand
• Start an employee resource group or affinity group
• Create stronger friendships at work
• Establish a professional relationship as a mentor or a mentee
• Accomplish a learning or development goal
• Work toward greater work-life fulfillment and choice making

Use these as idea starters, and align them with goal setting theory by developing them for yourself in a way that is clear and challenging as well as measurable—so you can get feedback. And then commit yourself to them.

Why Goals Work

All of this effort toward goal setting will certainly be worth your time, because goals really work—to motivate you and others. There are five reasons for their effectiveness.

• Focus. Goals tend to focus you. Rather than trying to do everything and having paltry results in multiple areas, goals force you to prioritize and choose to do a few key things especially well.
• Attention. Goals also galvanize your attention and motivate you to develop strategies to attain them. With so much distraction, keeping goals top of mind helps you plan your approach and target your energy.
• Persistence. You’re also more likely to stick with the effort it takes to achieve an outcome when you’re focused on a clear goal. The goal validates that it was important to set—and also important to persevere toward. And interestingly, perseverance is linked with happiness and mental health as well.
• Future. Goals also focus you on the future. It is fundamentally hopeful to commit yourself to something you want to improve, achieve or accomplish. And optimism—and staying positive—are good for your mental health.
• Esteem. Goals also help you increase your self-esteem because they remind you about what you’re capable of—and that you believe in yourself to get there. And this is also good for mental health.

Interestingly, research found that when people set goals, they were more likely to give attention and focus to behaviors—and they were more likely to be persistent and develop strategies to reach outcomes. All of this resulted in better performance and greater likelihood of achieving desired outcomes.

This was particularly true when goals were both challenging and specific—as compared with goals that weren’t challenging or lacked detail. This is according to research published in Educational Research Review.

Make Goal Setting Theory Work for You

So, is goal setting theory likely to work for your goals? Yes!

Ultimately, the approach will work for you because it’s straightforward to use and apply. There is a ton of research that proves it works for others, and it can work for you as well—when you commit to professional goals that are clear and challenging, that include feedback so you can monitor your progress.

Here’s to a great year and a better you—making goal setting theory work for you.