Why Goal Setting Doesn't Work (Sometimes)

I just read an interesting post on PsyBlog about The Dark Side of Goal Setting. It argues that goal setting is overused as a magic tonic for performance, but that it doesn't work if:

• the goal is too specific - because you lose sight of the bigger picture
• you have too many goals - because you tend to focus on the easy ones, even if the harder ones are more important
• your goals are too short-term - again, losing sight of the bigger picture.

I would add another point - the goal won't work when there are factors you haven't addressed that are holding you back.  This interference is often subconscious or unconscious.  For example, Andrew might have a goal of obtaining a promotion. However, if he is concerned that hours required in the new role will interfere with other priorities in his life, he may subconsciously or unconsciously hold back from succeeding. 

What does this mean in practice? 

Imagine you have set a goal of getting fit by going to the gym 3 times a week. You set it, and you set it, and you set it. And yet - you don't do it. Plenty of busy people manage 3 gym sessions a week, and we'll assume that it is physically possible for you. But you're not doing it. 

Just setting your goal and focusing on the actions you need to take to reach it isn't enough.  To bring about the change you want, you need to look deeper. What beliefs do you have about the gym? About fitness? How does the goal align with your values? For example, you might value time with your family highly, and unconsciously avoid the gym because it cuts into that family time.

Once you get these inner factors out, you can address them. Why do you want to be fit? Is it to have more energy for your family? When you understand your inner drivers, you can align your goals to them so that there are no hidden traps holding you back. For example, you might decide to get fit by going bike riding with your kids. You can get creative and design something that really works - for you.

Toddlers, chimps and leaders

We were at a barbecue yesterday. The very pleasant afternoon was made all the more so because our 2 year old played happily and harmoniously with our friend's 3 year old for hours.  By contrast, when our daughter teams up with her other 2 year old buddies, the peace is shattered pretty regularly by power struggles and turf wars.

What was the difference yesterday? Hierarchy. She slotted right in behind the older child, who took on the role of leader.  They took turns and shared but any differences of opinion were settled (by the leader) before the conflict grew into a real dispute. Of course, had he abused his power I am sure it would have been just a matter of time before she rebelled.  As it happened, he was a generous and thoughtful kid who was happy to accommodate his younger friend and play nicely.

It got me thinking about how hierarchy plays out in the workplace.  Andrew O'Keeffe at Hardwired Humans draws fascinating lessons for humans from his observations of animal behaviour. He wrote a great newsletter on just this point, suggesting that hierarchy, status and power are natural and intuitive - so don't fight it, work with it. He also offers some tips for leaders in working with this power.

Although I'd like to think that the urban sophisticates of the modern workplace have moved beyond chimpanzee or toddler behaviour, I suspect that in fact we simply become a lot more subtle about it. The stories we tell ourselves and others might become more complex but at the core, the same forces seem to be driving us. When I was at university (not the pinnacle of urban sophistication that we believed it to be at the time!) I was involved with a very right-on political collective that ostensibly made decisions by consensus.  In fact, a small group of leaders made the decisions.  When these decisions went against the wishes of the majority of the group for long enough, there was a vote and the leaders' group was de-throned. I vividly recall their outrage!

There seems to be a level of discomfort with hierarchy - it resonates against our ideas of democracy and a fair go. What do you think? Should we be able to move beyond hierarchy in groups or is it something that can be worked with in the best interests of all?