I still know a number of you who are not setting goals. I am hopeful that if you read what scientists have written, it might give you an idea of why setting goals is important and how to do it.
Edwin A. Locke and Gary P. Latham, both professors, have summarized 35 years of empirical research on goal-setting theory in a professional paper titled: Building a Practically Useful Theory of Goal Setting and Task Motivation. Here is what they found:
- The highest or most difficult goals produced the highest levels of effort and performance until the limits of ability are reached. I have found very few lawyers set goals that are beyond the limits of their ability. So, coaches should encourage junior partners to set goals that “stretch” them.
- It is very important to have goals that are specific rather than something general like to do one’s best. In their view when people are asked to “do their best” they generally don’t do it, in part because there is no external reference point.
How do goals affect performance? For me, setting goals always helped me set priorities on my non-billable time. Locke and Latham recognize this function of goals. They say: “…they direct attention and effort toward goal-relevant activities and away form goal-irrelevant activities.”
As illustrated in the scientific research, the problem many people have is setting their goals too low. I like what Evertt Bogue recently wrote How to Succeed by Being Completely Unrealistic. Check out his list of 13 ways to start thinking.