Direction is Everything in Goal Setting

We all need to set goals in everything we do. When individuals or groups have control over the outcome, goal setting can be implemented. High (hard) goals tend to be more motivating because people have to attain more in order to be satisfied (vs. low (easy goals). Goals when partnered with self-efficacy act as a strong set of variables to see successful outcomes. Although, people who set goals find that key moderators such as feedback, commitment to the goal, complexity in task, and situational constraint always exist between them and the goal. Who would set these goals? They are stated by others, set jointly through participatory actions, or they can be self-set (this being a key element in SRL).

The whole idea of goal theory is an emerging one. As new discoveries are made additions are added. Currently we have: Goal choice, Learning goals (this may facilitate metacognition- planning/monitoring/ and evaluating progress – this is really needed here-minimal structure or guidance requires a strong learning goal), framing (do you see goals as challenges or threats), Affect, Group goals-dyads that share information perform better on complex tasks than those that share less, Goals and Traits- better to have a learning goal orientation than a performance goal orientation, Macro level goals, Subconscious priming (let it be on your periphery).

The key ideas that emerge for me? Choose a hard enough goal that you see yourself achieving it, seek the appropriate feedback and support, and work with others to monitor and reflect back on thoughts and directions that your knowledge takes you.

Locke, E.A., & Lantham, G.P. (2006). New Directions in Goal Setting Theory. Current Directions in Psychological Science, 15(5), 265-268