Motivation Via Goal Setting

Manifest objectives with grit and a growth mindset

I found myself in a rut recently. 

When I took classes toward my MS in Industrial-Organizational Psychology from Purdue between December 2020 and June 2023, I had weekly goals that kept me on track toward attaining my reward—an excellent grade to signify successful knowledge transfer. Each goal tied directly to my overall purpose of graduating: to pivot my career from solely marketing to solving people-related problems in workplaces to create more harmonious workplaces. I sought and continue to seek opportunities to make a difference in how people think and behave at work for the individual’s job satisfaction and well-being, the organization’s ability to thrive and survive, and the business owner’s attainment of a worthy vision. As I would complete an objective, I had the opportunity to check it off my list, giving me a bit of a dopamine hit. The attainment of these goals further drove me to create more goals outside of academia in my work for companies and nonprofits and toward other credentials such as certifications and continuing education credits. 

However, some things have changed in the past few months. While I’ve pursued another advanced certification in Six Sigma through training, I haven’t set a time to complete it. I also started working on my ability to speak and understand conversational Spanish via the Pimsleur app without setting due dates for progress. In preparing for this blog, I came to realize that I haven’t taken a Six Sigma Green Belt class or a Spanish course in about two weeks. I firmly believe that my lack of learning goals and not tying my pursuit of KSAs (knowledge, skills, and abilities) have caused me to lose my motivation and grit to continue. 

Research supports this.

The Role of Goal Setting in Motivation and Organizational Development

Some industrial-organizational psychology researchers state that work motivation largely depends on setting goals for individuals and organizations. As research by Locke and Latham (2019) in their development of goal-setting theory suggests, the specificity and challenge of a goal specifically tie to motivation. Goals serve as a compass that directs attention, fosters effort, increases persistence and encourages the development of strategies for achievement. When I had clearly defined goals, I had a clear path to success, which fueled my drive to achieve, enhancing both my productivity and well-being. Without these defined targets, I found myself lacking the structure that kept me focused and motivated.

Goal-setting theory shares commonalities with both action theory and social cognitive theory. At its core, the theory posits that people’s decisions toward goal attainment are influenced by the value they place upon their goals (Latham, 2012). This value affects their commitment and persistence to achieve those goals. For example, my strong drive to obtain my degree sprung from the high value I placed on pivoting my career toward Industrial-Organizational Psychology and solving workplace-related challenges. This value influenced my dedication, resilience, and overall commitment to academic and professional excellence.

Moreover, a person’s knowledge and ability, combined with the self-efficacy they feel related to performing tasks, greatly impacts motivation. The confidence I gained through my academic journey fostered a sense of self-efficacy, encouraging me to persist toward my goals. Commitment, a critical factor in goal attainment, can arise from both primed (unconscious) goal setting and conscious choice, meaning that some goals are inherently motivated by underlying needs and values, while deliberate decisions drive others.

Additionally, goals fall into two categories:

1. Learning goals—focused on acquiring knowledge and skills to perform tasks
2. Performance goals—aimed at achieving a specific work product. 

My journey included both:

1. Learning goals when taking courses and developing new KSAs (Knowledge, Skills, and Abilities)
2. Performance goals when aiming for tangible accomplishments, such as a high GPA or earning a certification, plus having the ability to improve my competencies as an internal and external consultant to affect organizational culture and navigate change.

Implement SMART Goals in Software

To optimize the attainment of both learning and performance goals, I (among many others) favor setting SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound) as a practical approach. Using software like Asana, Basecamp, or Trello can make this process more effective. These project management tools enable users to break down their goals into actionable tasks, assign deadlines, and track progress in real time. They also provide a reward structure through animated cartoons or other automation for some completed tasks. By visualizing goals in a digital workspace, the process becomes collaborative and dynamic, allowing individuals and teams to maintain clarity on what needs to be done, by whom, and by when.

For instance, if you aim to acquire a new certification, you can create tasks for each module or learning objective within a project in Asana. Assign due dates for study sessions, monitor progress with checklists, and even set reminders for periodic reviews. This structure keeps you organized, fosters accountability, and enhances your commitment to seeing the goal through.

Manifesting Goals Through Journaling

In addition to using digital tools, I have found that setting goals through a more personal, reflective approach can deliver equally powerful motivation. For me, historically, the practice of daily journaling has become a way to manifest goals through thought. While I stopped this practice over a year ago, I started again this month. I use a Moleskine journal specifically dedicated to giving thanks for ten things and manifesting ten aspirations in my life. By consciously writing down these worthwhile objectives, I reinforce my commitment to them, keep my focus sharp, and gain clarity on how these goals align with my greater purpose.

This practice serves as a form of mental goal-setting that aligns with the principles of self-efficacy and primed goal-setting. By regularly reflecting on what you are grateful for and what you wish to achieve, you’re effectively engaging in positive self-talk and affirmations that build your belief in your ability to achieve these goals. The act of physically writing them down every day allows you to maintain a growth mindset and strengthens your grit to persevere through challenges.

Creating an Actionable Plan for Goal-Setting Motivation

Reflecting on my experiences and the research, I thought I would share what I feel one may use as actionable steps to enhance goal-setting motivation, both for individual development and within an OD framework:

Establish Clear, Specific Goals

Develop goals that are not only specific and challenging but also aligned with your larger purpose. Ensure that individual goals align with the organization’s values and the broader vision, mission, and strategic direction.

Set Learning and Performance Goals

Striking a balance between learning (developing skills and knowledge) and performance (achieving specific outcomes) creates a sustainable pathway for growth. A focus on learning goals helps build competence and fosters resilience.

Track Progress with Tools and Journals

Use tools like Asana, Basecamp, or Trello to set, track, and complete SMART goals. Additionally, maintain a daily journal to give thanks, manifest new aspirations, and reinforce your dedication to achieving your goals.

Encourage a Growth Mindset and Grit

Adopting a mindset of continuous improvement and resilience in the face of setbacks can empower you to persist with your goals over the long term. Embrace challenges and learning opportunities as ways to grow.

Tie Personal and Organizational Goals Together

Align your personal goals with the organization’s goals. When individuals see how their contributions tie into the broader success of the organization, it fosters a sense of purpose and motivation.

By actively setting and pursuing clear goals—whether through digital task management tools reflective journaling, or a combination of both—you can sustain motivation over the long term. For me, getting back into the rhythm of goal setting, tying deadlines to my training and learning pursuits, and adopting a growth mindset will not only reignite my passion for professional development but also reinforce my commitment to making a difference in workplaces through harmonization and organizational growth. It’s time to create goals that matter and make motivation a continuous cycle.

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