Like most of us, I have made the mistake of setting goals that are dependent on outcomes, and have been stressed about not getting there. Outcome Goals focus on the end-result and can sound like:
– I want a promotion
– I want to save X amount of money
– I want to be recognized as an expert in my field and so on.

Outcome goals are important. They give us a clear path towards something that we can strive for, but they can often be problematic because they focus only on the end result of efforts, something over which we have limited control due to the dependency on external factors. Outcome goals are great at setting a clear target to aim for, are measurable, but the dependance on external factors and lack of immediate gratification (slower progress) can lead to disappointment.

Process goals on the other hand, are means to the end for Outcome Goals.

While most of us tend to focus on outcome goals, I find that process goals often contribute more to success than outcome goals do.

Process goals focus on action – giving us a sense of agency, and are great for building habits.
Here’s why I find process goals powerful:

• Increased control: They empower us by focusing on actions within our control, fostering a proactive approach and building confidence.
• Improved motivation: Smaller, achievable process goals provide frequent wins and milestones, boosting motivation and preventing burnout often associated with distant, outcome-based goals.
• Greater adaptability: They’re flexible and can be adjusted as needed, allowing us to adapt to changing circumstances and maintain progress even when outcomes shift.
• Enhanced learning: The focus on consistent action and feedback promotes continuous learning and improvement.

The key, of course, lies in balance. Being aware of the distinction and being mindful of our internal dialog about goal setting is extremely important in getting the best out of planning and action, and the practice of balancing the two will also aid in deciding when to capitalize one over the other.

Process goals of the previous examples can look like:
– I want a promotion —> I want to upskill and be better at my job
– I want to saving X amount of money —> I want to be better at managing my finances through budgeting, tracking etc
– I want to be recognized as an expert in a field —> I want to be committed to learning and sharing my knowledge
– I want to lose weight —-> I want to train twice a week

A few strategies that help me keep process goals on track include keeping process goals SMART (Specific, Measurable, Achievable, Relevant, and Time-bound), tracking progress and celebrating small wins to stay motivated, being flexible and adjusting process goals as needed, and combining process goals with outcome goals for a balanced approach.

While the focus on goals and progress dates back to early management theories, today’s understanding draws on various fields including behavioral psychology and personal development, with modern proponent of Process Goals such as James Clear (Atomic Habits) highlighting the power of process-driven habits for lasting success. If you haven’t ready Atomic Habits already, I highly recommend it.

Wants tied to outcomes that we cannot control are a recipe for unhappiness, because while we strive for our desired outcomes, life often throws curveballs. Balancing process and outcome goals allows us to adjust our focus based on circumstances, ensuring we keep moving forward even when the end result might shift. This agility makes us more resilient and better equipped to handle the inevitable challenges that come our way.