Winter 2025: Goal Setting for a New Year
Every New Year’s Day brings with it the desire to start fresh. We have the pressures and opportunities to try something new, commit to a habit, or make big changes. Some of us find freedom in establishing a “New Year’s Resolution,” while others find that concept daunting (or even impossible). Despite how one engages with the turn of the new year, all of us will, at some point, engage in the journey of self-improvement. One of the key components of making a healthy life change is goal setting. While the definition of goal setting is simple and self-explanatory, there are definitive ways to set and achieve those goals successfully. In this blog post, we will name and explain some ways one can conceptualize functional goals. The following information provides road maps for an individual to set operational and achievable goals.
One of the most recognizable tools for goal setting is establishing SMART goals. The key behind SMART goals is defining one’s goal in a way that gives it structure. We know that loosely defined goals generally do not work. Saying, “I will run a half-marathon,” ultimately tells the goal-setter nothing beyond a desire they have for themselves. How will they achieve that goal? When will they achieve that goal? Is this a reasonable goal at this time? When one uses SMART goals as their framework, it answers these questions. The acronym SMART stands for Specific (well-defined and clear), Measurable (one can distinguish progress), Achievable (attainable), Relevant (realistic and relevant to one’s life), and Time-Bound (there is a clearly defined timeline; Doran, 1981; CFI, n.d.). When a goal includes each of these categories, the goal is more attainable, because progress is clearly measured, and it motivates us to ultimately achieve the goal. A reworking of the aforementioned goal could read, “Since I have been regularly running for the past year, I plan to run a half-marathon in six months using a trusted training program.” Now, the goal is meaningful and clear. The goal is relevant and achievable for this individual because they have developed a foundation in running prior to setting this specific goal. They have indicated specifics as to how they will achieve the goal. And one can measure whether or not they have achieved the goal at the end of a determined period of time (i.e., six months).
In conjunction with SMART goals, you can also use Locke and Latham’s Goal Setting Theory (Locke & Latham, 1990). They established five principles that facilitate successful goal setting, including clarity, challenge, commitment, feedback, and task-complexity. The underlying concept behind these five principles is motivation (Locke & Latham, 1990). An individual needs to be motivated to follow through on goals they set for themselves. Similar to the “S” from SMART goals, clarity indicates that the goal must be clear, concise, and easy to understand. If the goal is too vague, an individual will lose motivation as they don’t have a clear idea of what they are trying to achieve. Challenge indicates that the goal must be the right level of difficulty. Goals that are too easy lead to apathy and do not lead to feelings of achievement, while goals that are too difficult lead an individual to give up before they start. Of course, an individual needs to have ownership and commitment over their goals. Simply establishing a goal does not aid in goal achievement, one must accept the goal as their own. Similar to the “M” and “T” from SMART goals, feedback indicates that an individual needs to understand how they are progressing in relation to their goals. Finally, task-complexity indicates that the goals should match the complexity of the task. This means that highly complex tasks should be influenced by multiple goals and objectives. Goals should be broken down into meaningful and attainable chunks. When these five principles are considered along with the concept of SMART goals, one can have an impactful foundation on which to build when pursuing health, wellness, performance, etc.
There is a continuous and ever-evolving understanding of goal setting and how it motivates individuals and teams in terms of performance, health behavior change, and other life experiences. Yet, during this time of year, when we are all engaging in personal reflection, it is important to use some of these foundational concepts so that we can set ourselves up for success.
References
CFI. (n.d.). SMART Goals. Corporate Finance Institute. https://corporatefinanceinstitute.com/resources/management/smart-goal/
Doran. G. T., (1981). There’s a S.M.A.R.T. way to write management’s goals and objectives. Management Review., 70(11), 35–36. https://doi.org/info:doi/
Locke, E. A., & Latham, G. P. (1990). A theory of goal setting and task performance. Englewood Cliffs, Prentice Hall.
