What do you do if goal setting doesn’t work for you (or someone in your team)?
Have you ever set big, ambitious goals only to find yourself feeling deflated a few months later when you're nowhere near achieving them? I certainly have. At the start of my financial year in September, I set a series of goals that felt exciting and inspiring at the time. But by Christmas, several of those goals were way off track. Instead of feeling motivated to push forward, I felt defeated, like giving up entirely.
Over coffee with a friend, I confessed my frustration. I was expecting words of encouragement or a pep talk about staying the course. Instead, she said something that stopped me in my tracks: "Don’t focus on goals, then, if they don’t work for you."
It was so simple, yet so profound. And it was exactly what I needed to hear. For the first time, I realised that while goals can be powerful tools for some people, they’re not a one-size-fits-all solution. That conversation spurred me to reflect deeply on why goals weren’t working for me and, more importantly, how I could adapt my approach to better suit my personality and tendencies.
Through this reflection, I came to see that some of the obstacles I was facing were linked to my own tendencies. For example, my habit of feeling overwhelmed by goals that seem too far from my current state made it hard to stay motivated. Others I know, however, thrive when they have a big goal to aim for—once they set their sights on something, nothing stops them.
This realisation led me to explore how different people’s tendencies impact their ability to set and achieve goals.
That exploration helped me identify alternative approaches to traditional goal setting that can be adapted to suit different personalities. So here are a few strategies to consider:
Adaptive Goal-Setting Strategies
The 1% Rule: Focus on making small, incremental improvements each day. Instead of aiming for a big leap, prioritise consistent, manageable progress.
WOOP Method: Use this framework—Wish, Outcome, Obstacle, Plan—to align your goals with realistic actions and prepare for potential challenges.
Three Horizons: Balance short-term priorities, medium-term projects, and long-term vision to stay motivated and avoid feeling overwhelmed.
Daily Non-Negotiables: Identify one or two simple actions you commit to every day to build momentum and reinforce habits.
Value-Driven Goals: Anchor your goals in what truly matters to you. This helps maintain motivation, especially when challenges arise.
Micro-Habits: Break down goals into tiny, achievable steps. For example, instead of "exercise more," start with "walk for 10 minutes each day."
Accountability Partners: Share your goals with someone who can encourage and support you, helping you stay on track.
Reflection Cycles: Set aside regular times (e.g., weekly or monthly) to evaluate progress, adjust goals, and celebrate wins.
Visualisation: Spend time imagining the positive outcomes of achieving your goals to reinforce motivation and create clarity.
Taking an Adaptive Approach as a Manager
As a manager, understanding the unique tendencies of your team members can be a game-changer. Some team members may thrive with ambitious, clearly defined goals, while others may prefer to focus on smaller, habit-based actions. By observing and engaging in open conversations about what works best for each individual, you can help them unlock their full potential.
For example:
A team member who feels overwhelmed by big goals might benefit from breaking them into smaller milestones or focusing on daily habits.
Someone who gets easily distracted might do better with shorter reflection cycles to keep them focused and engaged.
Another who thrives on results might respond well to goals anchored in their values and paired with regular check-ins to measure success.
The start of a new year or quarter is a natural time for reflection and planning. But before diving into goal setting, take a step back. Consider your own tendencies and those of your team. Are your current approaches working, or are they leaving you feeling deflated and defeated, as mine did? By aligning your strategies with your unique tendencies, you can create a more effective, sustainable approach to achieving meaningful progress—both for yourself and your team.
And if traditional goals don’t work for you?
That’s okay too. As my friend said, sometimes the best strategy is to "not focus on goals." Instead, focus on building systems, habits, or intentions that align with your values and bring out your best. The path to success isn’t a straight line, and there’s no one right way to walk it.
Look out for my next blog where I’ll talk about how your saboteurs may be getting in the way of setting and reaching your goals!