Goal setting is an effective tool for promoting learning, growth and development by:

• creating a process to move from an existing state to a preferred (future) state
• promoting focus, clarity and a commitment to act in ways to address self-identified needs, aspirations and goals.

 

Research indicates that goal setting increases:

• motivation
• performance
• resilience
• self-efficacy
• self-regulation
• self-determination.

Effective goal setting is a skill that can be learned and developed through practice over time.

Goal-based learning and development is not an addition to teaching and learning, it is integral. A goal-based approach does not require people to do more, just to do things differently (and, potentially, more effectively).

The benefits of goal setting are best demonstrated when there is alignment between identified learning, growth and development imperatives (e.g. curriculum); the aspirations and disposition of the learner; and the mindset, capabilities and skills required for goal achievement.

This alignment creates purpose and engages participants with the processes required to demonstrate learning, growth and development, which are further refined through practice over time.

Through goal setting, tension is created between where the participant is currently situated and where they would prefer to be. This tension increases the motivation to achieve goals and demonstrate competence through developing improved knowledge, skills, understanding and behaviours.

Personal best goals focus on the learner establishing self-referenced goals that meet or exceed a previous personal performance. Being self-referenced, PB Goals do not involve comparisons with the performance of others, which reduces the risk of undermining self- efficacy, or promoting unethical behaviours.

It’s great for participants to have big goals that represent their greatest hopes and aspirations.

However, sometimes these goals are so big they need to be broken down into smaller goals – that build upon one another – for them to be achieved.

The creation of a ‘goal ladder’  can support participants to climb towards achieving their big goal, whilst maintaining engagement and motivation through experiencing ongoing success.

Goals on the ladder should be SMART: specific, measurable, actionable, relevant, and time bound to increase your chances of success.

Setting SMART goals

Framing the development of a goal using the SMART scaffold increases the likelihood of achieving the goal. It is a blueprint to ensure the goal is well considered, planned and actioned.

 

SMART stands for; Specific, Measurable, Actionable, Relevant, Timely.

 

Specific – When a goal is specific, it is clear and concise – there is little room for ambiguity. This creates a clarity of mind that promotes attention and focus. The goal and its benefits can be clearly articulated. The attainment of the goal can be envisioned and its benefits palpable.

Measurable – There is a saying attributed to Peter Drucker: ‘If you can’t measure it, you can’t improve it.’ The ability to measure progress towards attaining a goal is critical to maintaining motivation. It provides feedback that promotes persistence. It also provides an opportunity to recalibrate the goal or to modify the actions required to achieve the goal. Milestones are an effective way of measuring progress towards attaining a goal.

Actionable – Goals are not achieved through will alone – effective action is required.

If actions implemented are not sustainable or do not create progress towards goal attainment, time and energy is wasted, which undermines self-efficacy.

Evidence-based practice can provide confidence that any actions undertaken should result in progress towards goal attainment.

Relevant – Purpose and relevance are critical to ensuring that motivation can be sustained to achieve a goal that is valued – otherwise, why would you bother?

It is also rare that someone will be inspired to achieve another person’s goal (except where there is alignment with that person’s aspirations and values).

Time-framed – To create accountability around achieving a goal, it should be time framed. The time frame should be challenging, but realistic. Creating a sense of urgency increases motivation and commitment to achieving the goal.

A useful stem to frame the development of a SMART goal is:

By (date) …I have/ I am/ I can (goal) …so that (benefits) …

Managing friction

Friction reduces a person’s likelihood of achieving a goal. The more complex the goal, the more likely it is that a person will experience friction in working towards its achievement.

Friction can result from a lack of purpose, a lack of effective processes, or from self-defeating practices.

There are a range of strategies to manage friction, including:

• establishing a compelling purpose that identifies the benefits of achieving a goal
• breaking complex goals into smaller and simpler goals that build upon one another
• developing processes that are effective and easy to implement
• establishing prompts that trigger behaviours which result in goal attainment (habits and routines).