Developing goals is essential to increasing your likelihood of reaching excellence. But it’s easier said than done.
This is where goal-setting frameworks can be a lifesaver.
A goal framework is suited to break down complex goals into smaller tasks. You follow a structured approach to achieving your goals instead of aimlessly walking in circles.
With all the resources and tools out there, it is all too easy to be overwhelmed with choices. So you have to choose the goal-setting method that best fits your situation.
Here, we’ll introduce you to different goal frameworks. Let’s get started.
1. SMART Goals
The SMART goal-setting methodology was first introduced by George Doran in 1981. SMART is an acronym that stands for Specific, Measurable, Attainable, Relevant, and Time-based.
This method drastically increases your chances of achieving your desired outcomes. It can be applied to any area of your life, from personal goals like quitting smoking, to career goals like boosting business revenue by 10%.
Specific: Make sure your goals are clearly defined and specific. For instance, instead of having the goal of “lose weight,” try to be more specific, “lose 15 pounds.”
Measurable: Goals should be tracked to measure progress. Continuing with the previous example, you would exercise for 30 minutes every Monday, Tuesday, and Wednesday.
Attainable: Your goal should be realistic, given your current capabilities. You wouldn’t want to discourage yourself with a daunting stretch goal.
Relevant: The goals should align with your core values. Example: You want to improve your overall physical health.
Time-based: There needs to be a time frame assigned to your targets. You might set a 3-month end date to complete your fitness goal.
2. Objectives and Key Results
OKRs stands for Objectives and Key Results. OKRs is a goal-setting framework used to set challenging and measurable goals.
The key benefits of using OKRs are that they keep everyone on the same page, foster transparency and accountability, and allow you to track progress over time.
Each OKR should typically have one objective, which is concrete, action-driven, and realistic.
For each objective, you will also set one or more key results, which are metrics to monitor your progress. Effective KRs should be time-based and, most importantly, measurable.
For example, an objective could look like “spend more time with family.” The key results might be “get home by 5 PM every weekday” and “turn off the work phone to remove distractions.”
OKRs can be used in a wide range of situations. Whether you are trying to increase sales or have more family time, OKRs can help you set effective goals and stay the course.
3. Backward Goals
A backward goal is a goal that starts from the desired outcome and works backward to identify the necessary steps to get there. This type of goal setting can be great when you’re facing a complex problem or a goal that seems out of reach.
By starting with the outcome in mind, you can break down the goal into manageable steps and move closer to your vision.
For example, let’s say your goal is to earn a promotion at work. A backward goal would start with the desired outcome (the promotion) and then work backward to identify the specific actions needed to achieve that goal.
In this case, that might mean developing new skills, networking with key individuals, or taking on additional responsibilities at work.
4. One-Word Goal Setting
Have you ever made a New Year’s resolution, only to find that you’ve already broken it by February? If so, you’re not alone—many people find it difficult to stick to their goals, especially when those goals are vague or overly ambitious.
However, there is a simple way to increase your chances of success: choose a one-word goal. Focusing on just one word can be an excellent way of narrowing down your smaller milestones.
For instance, if your goal is to be healthier, you might choose the word “exercise” as your one-word goal. Then each day, you might ask yourself whether you are taking steps towards your goal.
So if you’re struggling to meet your goals, consider choosing a one-word goal; it might just be the key to success.
5. Locke and Latham’s 5 Principles
In his 1968 article “Toward a Theory of Task Motivation and Incentives,” Edwin Locke showed the importance of motivation, feedback, and clear goals for success.
This goal-setting method has 5 key principles:
- Clarity: Goals should be clear and easy to understand.
- Challenge: The goal should be challenging enough for you to work diligently.
- Commitment: Your goal should be something you want to pursue in the first place.
- Feedback: Regularly track your goal progress and be open to constructive feedback.
- Task Complexity: Although the goal can be challenging, it shouldn’t be too complicated. The most discouraging goals are the ones beyond your abilities.
6. Goal Pyramid
Attaining your goals is a lot like climbing a pyramid. The first step is to set your sights on the top of the pyramid by defining the overall mission.
Then, start laying the foundation by setting small, achievable goals that will get you closer to that ultimate goal. As you meet these goals, you’ll build momentum and gain confidence in your ability to reach the top.
The journey to your goal can be long and challenging, but it is always worthwhile to reach the top.
7. Key Performance Indicators
A Key Performance Indicator (KPI) is a measure of individual or organizational performance. KPIs can be used to track progress, identify areas of improvement, and set goals.
There is a variety of KPIs in use today, but some common examples include sales volume, customer satisfaction levels, and employee retention rates.
While KPIs can help assess performance, it is pivotal to choose the right indicators. Otherwise, you may end up tracking data irrelevant to your business or measuring progress in a way that doesn’t accurately reflect your goals.
With careful planning and execution, KPIs can be an invaluable tool for assessing and improving performance at all levels.
8. HARD Goals
A goal is only as good as the planning that goes into it. This is especially true of what are known as HARD goals. HARD is an acronym that stands for Heartfelt, Animated, Required, and Difficult.
- Heartfelt: The goals should be something you want (personal, intrinsic, or extrinsic).
- Animated: Envision what things you’ll be doing 3, 5, or 10 years from now.
- Required: Think about what accomplishments are needed to stay on track to reaching your goal.
- Difficult: The goal should encourage you to develop the most critical skills to achieve it.
HARD goals are well-defined and provide a clear path to success. If you’re looking to succeed, setting HARD goals is a great starting point.
9. BHAQ
A Big Hairy Audacious Goal (BHAG) is a type of long-term goal that is both ambitious and challenging.
Unlike more realistic goals, which often focus on incremental improvements, BHAGs are designed to take people and businesses to the next level. To be successful, BHAGs must be specific and measurable, and they should ideally have a timeline of at least 10 years.
While they may seem daunting at first, BHAGs can be incredibly motivating, helping employees see the big picture and work together towards a common goal.
Whether it’s increasing profits by 100% or becoming the market leader in your industry, setting a BHAG can help you achieve extraordinary results.
10. BSQ
BSQ—or Big, Small, Quick—is a goal-setting framework that has 3 main components:
- Think Big: Come up with your biggest goal
- Act Small: Consider the milestones you need to set along the journey
- Move Quick: Have a time frame to follow through
The Act Small goals aspect makes this framework very effective. It gives specificity and acts as a guidepost to reaching lifelong goals.
And as you accomplish each of these bite-sized goals, you receive a dose of motivation to push you to move forward quicker.
11. OGSM
OGSM is a goal framework that stands for Objective, Goals, Strategies and Measures. The OGSM model is easy to understand, requiring no technical knowledge or skills to implement.
This approach separates your goals into broader objectives, measurable goals, strategies, and measures to give you an impactful way of tracking progress.
12. WOOP Goals
WOOP stands for Wish, Outcome, Obstacle and Plan. Here is what you need to know about this goal-setting approach.
- Wish: Make sure that the goal is exciting and motivates you to tread forward.
- Outcome: Visualize the result with detailed planning to accomplish your goal.
- Obstacle: Think about all the different obstacles that could put a stopper to your goals and try to remove them.
- Plan: Make a step-by-step plan to get rid of roadblocks.
13. Micro Goals
Micro goals encourage you to make actionable steps to reach your larger goals. They may look like a to-do list, with specific tasks you can begin to complete.
The best part about micro goals is that you don’t need to make huge strides or anything overwhelming. You can accomplish small milestones each day that lead to your long-term goal.
Final Thoughts
Every individual and team needs to pick goal-setting frameworks that are ideal for them. Regardless, recognize that goal setting is only the first step.
Be focused on putting things into action rather than overplanning. After all, your dreams will remain dreams if you do not commit to change.
Creating efficient goals will eventually propel you to your desired success. Begin making daily progress today.
