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What is Goal Setting and How to Do it Well Motivation & Goals 2 Feb 2026 42 What is Goal Setting and How to Do it Well 9 Apr 2019 by Elaine Houston, B.Sc. Scientifically reviewed by Tiffany Sauber Millacci, Ph.D. Key Insights 18 minute read Effective goal setting involves defining clear, specific & achievable objectives that align with personal values & long-term aspirations. Personal goal-setting enhances the likelihood of success & maintains motivation. Regularly reviewing & adjusting goals can strengthen commitment & provide a sense of accomplishment, promoting continuous personal growth. Do you ever feel like you’re sleepwalking through life with no real idea of what you want? Perhaps you know exactly what you want to achieve, but have no idea how to get there. That’s where goal setting comes in. Goals are the first step towards planning for the future, and play a fundamental role in the development of skills in various facets of life, from work to relationships and everything in between. They are the target at which we aim our proverbial arrow. Understanding the importance of goals and the techniques involved in setting achievable goals paves the way for success. In the words of Pablo Picasso: Our goals can only be reached through a vehicle of a plan, in which we must fervently believe, and upon which we must vigorously act. There is no other route to success. Before you continue, we thought you might like to download our five positive psychology tools for free . These detailed, science-based exercises will help you or your clients create actionable goals and master techniques to create lasting behavior change. This Article Contains What Is Goal Setting? Why Is Goal Setting Important? Key Principles of Goal Setting 8 Interesting Facts on Goal Setting Research and Studies How and Why Goal Setting Works What Skills Does It Require? An Outline for Personal Goal Setting 3 Descriptions of Goal Setting in Practice 3 Goal-Setting PDFs How Often Should We Review Goals? How Can We Best Achieve Goals We Have Set? 8 Tips and Strategies A Take-Home Message Frequently Asked Questions References What Is Goal Setting? Goal setting is a powerful motivator, the value of which has been recognized in an abundance of clinical and real-world settings for over 35 years. ‘Goals,’ are “ the object or aim of an action, for example, to attain a specific standard of proficiency, usually within a specified time limit .” (Locke & Latham, 2002, p. 705) They are the level of competence that we wish to achieve and create a useful lens through which we assess our current performance. Goal setting is the process by which we achieve these goals. The importance of the goal-setting process should not go unappreciated. According to Lock (2019) “ Every person’s life depends on the process of choosing goals to pursue; if you remain passive you are not going to thrive as a human being. ” Goal-setting theory (Locke & Latham, 1984) is based on the premise that conscious goals affect action (Ryan, 1970) and conscious human behavior is purposeful and regulated by individual goals. Simply put, we must decide what is beneficial to our own welfare, and set goals accordingly. Why do some people perform better on tasks than others? According to Ryan (1970), if individuals are equal in ability and knowledge, then the cause must be motivational . The theory states that the simplest and most direct motivational explanation of why some people perform better than others is due to disparate performance goals, implying that setting and adjusting goals can significantly impact performance. Why Is Goal Setting Important? Initially, research into goal setting attempted to ascertain how the level of intended achievement (goal) is related to the actual level of achievement (performance) in an organizational setting (Locke & Latham, 1990). Goal setting increases employee motivation and organizational commitment (Latham, 2004). Additionally, goals affect the intensity of our actions and our emotions. The more difficult and valued a goal is, the more intense our efforts will be in order to attain it, and the more success we experience following achievement (Latham & Locke, 2006). Through the experience of success and the positive emotions that accompany it, confidence and belief in our own abilities grow. Schunk (1985) found that participation in goal setting encourages a search for new strategies to aid success. Finding novel ways to utilize our skills and push our abilities increases task-relevant knowledge while enhancing self-efficacy and self-confidence . Goal setting involves planning for the future. MacLeod, Coates & Hetherton (2008) found that goal setting and skill-oriented planning significantly improved subjective wellbeing in those who took part in a goal-setting intervention program. Thinking positively about the future bolsters our ability to create goals and consider the actions required to achieve them. The capacity to plan positively impacts our perceived control over goal outcomes and our future (Vincent, Boddana, & MacLeod, 2004). Furthermore, goal setting and achievement can promote the development of an internal locus of control. While individuals with an external locus of control believe that both positive and negative outcomes are the result of external influences, those with an internal locus of control believe that success is determined by their own actions and skills. Key Principles of Goal Setting Locke and Latham suggested five key principles for successful goal achievement (Locke & Latham, 1990). 1. Commitment Commitment refers to the degree to which an individual is attached to the goal and their determination to reach it – even when faced with obstacles. Goal performance is strongest when people are committed, and even more so when said goals are difficult (Locke & Latham, 1990). Once they’re committed, if an individual discovers their performance is inadequate, they are likely to increase their effort or change their strategy in order to attain it (Latham & Locke, 2006). When we are less committed to goals – particularly more challenging goals – we increase the likelihood of giving up. A number of factors can influence our commitment levels (Miner, 2005). Namely, the perceived desirability of a goal and the perceived ability of achieving it. To be successful, you must possess the desire and a comprehensive understanding of what is required to achieve your goal. 2. Clarity Specific goals put you on a direct course. When a goal is vague, it has limited motivational value. Goal clarity is positively related to overall motivation and satisfaction in the workplace (Arvey et al., 1976). Set clear, precise and unambiguous goals that are implicit and can be measured. When a goal is clear in your mind, you have an improved understanding of the task at hand. You know exactly what is required and the resulting success is a further source of motivation. 3. Challenging Goals must be challenging yet attainable. Challenging goals can improve performance through increased self-satisfaction, and the motivation to find suitable strategies to push our skills to the limit (Locke & Latham, 1990). Conversely, goals that are not within our ability level may not be achieved, leading to feelings of dissatisfaction and frustration. We are motivated by achievement and the anticipation of achievement. If we know a goal is challenging yet believe it is within our abilities to accomplish, we are more likely to be motivated to complete a task (Zimmerman et al., 1992). 4. Task complexity Miner (2005) suggested that overly complex tasks introduce demands that may mute goal-setting effects. Overly complex goals that lie out of our skill level may become overwhelming and negatively impact morale, productivity, and motivation. The timescale for such goals should be realistic. Allowing sufficient time to work toward a goal allows opportunities to reassess the goal complexity, while reviewing and improving performance. Even the most motivated of people can become disillusioned if the task’s complexity is too great for their skills. 5. Feedback Goal setting is more effective in the presence of immediate feedback (Erez, 1977). Feedback – including internal feedback – helps to determine the degree to which a goal is being met and how you are progressing. Unambiguous feedback ensures that action can be taken if necessary. If performance falls below the standard required to achieve a goal, feedback allows us to reflect upon our ability and set new, more attainable, goals. When such feedback is delayed, we cannot evaluate the effectiveness of our strategies promptly, leading to a potential reduction in the rate of progress (Zimmerman, 2008). When we perceive our progress towards a goal as adequate, we feel capable of learning new skills and setting more challenging future goals. Download 5 Free Positive Psychology Tools Start thriving today with 5 free tools grounded in the science of positive psychology. Download Tools 8 Interesting Facts on Goal Setting Setting goals and reflecting upon them improves academic success. Around 25% of students who enroll in 4-year university courses do not complete their studies – common explanations for this include a lack of clear goals and motivation. Goal-setting intervention programs have been shown to significantly improve academic performance (Morisano, Hirsh, Peterson, Pihl, & Shore, 2010). Goals are good for motivation and vice versa. Most definitions of motivation incorporate goals and goal setting as an essential factor. For example, “ Motivation is the desire or want that energizes and directs goal-oriented behavior .” (Kleinginna & Kleinginna, 1981). Goal setting is associated with achieving the optimal conditions for flow state . Setting clear goals that are both challenging yet within your skill level is a powerful contributor to finding yourself in ‘the zone’. An optimistic approach to goal setting can aid success. Research into go