How do we define, maintain, and achieve our goals?

We all have someone around us who sets goals that seem unattainable. But this person always manages to achieve them anyway. It’s not by chance. Beyond a strong character, there’s work and methods involved. Whether for oneself or for a team, reaching a goal doesn’t happen alone. It’s essential to surround yourself with the right people and rely on them.

Let’s start with some good news: a goal shouldn’t be viewed as fixed and solid. It should be seen as a piece of playdough. Yes, just like the stuff we played with as kids to make and reshape colorful forms. Thinking of goals as an immutable block is the best way not to achieve them.

In a world like ours, interconnected and where the concept of time and space is constantly being disrupted (even eliminated), goals are set for the medium term but can evolve based on reality: energy crises, new clients, new tools, or inventions…

Reconsidering or redefining a goal (upwards or downwards) means learning to live in the present. It is by no means a sign of failure.

So, how do we define a goal concretely?

The SMART Method

There are many methods to define or formulate goals. One of the most famous is the one proposed in the 1980s by George T. Doran, then director of business planning for Washington Water Power Company.

In an article for the renowned Magazine Management Review, he explained that he internally developed a method that serves as a real GPS for planning goals. And this method works.

He summarizes this idea in one word: SMART. Goals should be Specific, Measurable, Achievable, Relevant, and Time-bound.

• Specific – Target a specific area for improvement and clearly define the goal. For example: “I want my company to gain visibility on social media.”
• Measurable – Quantify or at least suggest an indicator of progress. “I want this development to include at least 10,000 followers on each social media platform.”
• Attributable – Specify who will do it. “The communications department will be tasked with achieving this goal.”
• Realistic – Indicate what results can realistically be achieved, given available resources. “This is an attainable endeavor since our similarly-sized competitors are at this level of awareness.”
• Time-bound – Specify when the result(s) can be achieved. “I want this goal to be met by the end of 2025.”

This method can apply to a goal set for oneself, a colleague, or a group.

It stems from a broader scientific reflection: “management by objectives” as proposed by Peter Drucker. In concrete terms: it means thinking about managing work not by tasks to accomplish, but by goals or sub-goals to reach.

The main advantage of this method is that it allows for a clear understanding of what is expected, how, and when. It also provides an objective roadmap that can be assessed according to the criteria established in advance.

A balance between carrot and stick

Let’s be clear: achieving a goal is rarely easy. It can even be complex. Regardless of the personal or professional goal (quitting smoking, going to the gym four times a week, acquiring 10 more leads each month…), there will be setbacks, hardships, discouragements, moments of doubt, and sacrifices… One must be aware of this darker side of our goal. You don’t complete a marathon without preparing, without falling, or without blisters on your feet.

But let’s also be aware of the other side of the coin. The joyful side. The carrot. Because, aside from the pleasure of reaching this goal, there is often a reward at stake.

One very important question remains in this process and this desire to move forward: “Am I ready to undertake this goal?” If enthusiasm isn’t present, it might not even be worth starting.

External Help

“The mistake some people make is wanting to succeed all by themselves. In our interconnected society, that no longer makes much sense. Achieving a goal should surpass the ego. The satisfaction of succeeding alone isn’t necessarily better. There’s likely a lot of joy to be found in sharing a jointly constructed success. In fact, we must accept being surrounded to achieve our goals,” explains Sofie, a professional coach.

So, concretely, how can you receive help? Support can come internally, via your manager, supervisor, or colleagues. These are resource people who understand your goal and can guide and assist you.

However, for over a decade now, there have also been external supports, coaches who provide a different perspective on what you wish to implement. And unlike internal support, external coaching bears no personal stakes since it is outside of the company.

We conclude by saying that it is good to be ambitious and to regularly set goals. But we must not confuse “goals” with “ideals.” An ideal is, by definition, unattainable. So let’s also be indulgent with ourselves in achieving our goals.

One day, men looked up at the sky and said to each other that they would go explore the little planet next to ours. And one day, we ended up walking on the moon.

So, what is a goal?

• In simple terms, a goal is a “dream with a deadline.” The American information site betterup.com features a lengthy and very interesting article about what goals are and aren’t.
• For example, a goal is “a vision of the future,” “a journey that takes time,” “a personal perspective on a situation.”
• Conversely, a goal is not a “resolution,” often temporary and achieved in the short term. Nor is it a “mission,” which is the statement of intent from which a company or individual operates. The mission allows for the goal.

Source: https://www.betterup.com/blog/how-to-set-goals-and-achieve-them  

Writing down your goals to achieve them better

As incredible as it may seem, a serious scientific study has shown that writing down your goals gives you a 42% higher chance of achieving them. This study was conducted by Dr. Gail Matthews, a psychology professor at the Dominican University of California, over two years and with a sample of 300 participants. Matthews also found that over 70% of participants who sent weekly updates to a friend reported successfully achieving their goal (completely reaching their goal or being more than halfway there), compared to 35% of those who kept their goals to themselves without writing them down.

Source: https://scholar.dominican.edu/cgi/viewcontent.cgi?article=1265&context=news-releases  

The Statistic: 80

This is the percentage of people who set goals or good resolutions in January, and who have already abandoned them by the end of February.

Source: Luciani, J. (2015). Why 80 Percent of New Year’s Resolutions Fail. Retrieved from https://health.usnews.com/health-news/blogs/eat-run/articles/2015-12-29/why-80-percent-of-new-years-resolutions-fail