Why most goals fail
Insights from the Goal-setting theory
Edwin Locke and Gary Latham developed goal-setting theory, a highly effective management technique for achieving change. Through decades of research and their book A Theory of Goal Setting and Task Performance, they highlight that goals must be specific and challenging to drive success—a principle often overlooked.
According to Locke and Latham, the number one reason most goals fail is that they aren’t challenging and specific. Vague or easy goals lead to mediocre results because they don’t push us to exert effort. For example, “Get fit” is a vague goal, whereas “Run 5 miles a week” is a specific goal.
Easy goals = Low performance
Research shows that when goals are too easy or vague, people don’t work hard to achieve them. While easy goals allow you to avoid disappointment, they lead to low productivity and subpar results. Latham and Locke found that low or no goals consistently lowered productivity in hundreds of workplace scenarios. Goals that don’t challenge you or require effort lead to mediocrity.
Mediocre goals don’t build authentic self-esteem. Locke and Latham found that real self-worth is developed by setting challenging tasks that take you out of your comfort zone and require effort.
Locke and Latham challenge that all goals must be “realistic.” Some of your best goals might seem unrealistic initially, but they can become attainable when broken down into smaller steps.
Make big goals achievable
By breaking down challenging, big goals into smaller steps, you can transform even the most daunting goals into attainable ones. Your best efforts will be rewarded with the most promising outcomes.
To achieve high performance and build authentic self-esteem, set goals with these 3 principles in mind:
Set challenging goals that push you out of your comfort zone.
Make your goals specific to stay focused.
Break down big goals into small steps to make them attainable.
Ready to set goals that push you to succeed? Start today with challenging and specific goals!