I was writing an article a few months ago about goals and whether you have one. I made that metaphor with a passage from the book Alice in Wonderland, when at a crossroads and not knowing which way is best to go (see the article Do you have a clear goal?).
The logical conclusion, to which I subscribe, is that you need a goal, a clear, measurable objective, to know if you are on the right track and where you are on your journey.
This applies both professionally and personally.
But I have a few questions:
How do you choose that goal? Do you choose a very ambitious goal that you hope to achieve, at the risk that if you don’t achieve it, you may become demoralized or even depressed? Or do you choose a more conservative one with a high likelihood of achievement that represents only an incremental, marginal improvement, but gives you a chance to celebrate success?
The most popular methodology for setting objectives is the SMART technique, which suggests that they should be: Specific, Measurable, Accessible(achievable), Relevantand Time-bound. One of the key points of this methodology is that the objective must be ‘Attainable’ – that is, realistic and achievable, given the resources available and the current context.
Who decides what is realistic and what is not?
An important point emphasized by neuroscientists is that the most powerful limitations are often self-imposed. Our brains sometimes build mental ‘walls’ that can prevent us from seeing our true potential. This means that when determining what is achievable, we should ask ourselves whether we are looking behind these walls or beyond them.
Honestly, I don’t think there is a universal answer, but it is rather correlated with personality typology. For example, an interesting correlation is with the DISC(Dominance, Influence, Stability, Conscientiousness) typology.
Depending on the DISC profile, people may have different preferences and tendencies in terms of ambition and pragmatism when setting personal or professional goals.
Dominance (D): Bold targets and quick decisions
Type “D” people are action-oriented and results-driven. These individuals prefer challenges and are willing to take big risks to achieve significant results.
- Advantage: Type “D” people tend to excel when they have ambitious and audacious goals that push them to excel. These individuals are capable of making big strides and achieving notable performances.
- Disadvantage: Lack of immediate results or unrealistic goals can cause frustration and burnout. Uncontrolled ambition can lead to high risks and negative consequences.
Influence (I): Social ambition and recognition
Type I people are enthusiastic, sociable and seek appreciation. They prefer ambitious goals that reflect social and personal success, rather than technical or highly complex goals.
- Advantage: Type “I” people are excellent at building networks and influencing others, allowing them to achieve seemingly impossible goals through collaboration and networking.
- Disadvantage: These people can become distracted or bored if goals are unstructured and don’t get the recognition they seek.
Stability (S): Pragmatism and comfort
S-type people seek security and balance. They prefer to set realistic and modest goals, avoiding big risks and challenges. Their goals are geared towards maintaining steady progress and avoiding sudden changes.
- Advantage: Type “S” is good at maintaining consistency and accomplishing tasks gradually over the long term. These people are reliable and achieve their goals in a methodical way.
- Disadvantage: S-types may avoid challenges and ambitious goals, which can limit growth and development potential.
Conscientiousness (C): Detail and analysis
Type “C” people are detail-oriented and results-oriented. They prefer to set precise and planned goals that can be measured and controlled.
- Advantage: Type “C” people excel in planning and organization, achieving their goals in an efficient and calculated manner.
- Disadvantage: These people can be too pragmatic and may avoid big risks. Sometimes over-analyzing can slow progress and prevent taking on new opportunities.
What conclusions can we draw?
Of course, in a professional context, when setting goals there is a dialog between the team and the manager. Here, the word ‘dialog‘ is important and it is incumbent on both parties to have this dialog and agree objectives that are aligned with the company’s strategy, but also relevant to the individual to ensure optimal performance.
On a personal level, we need a deep understanding of our own personality and the limitations we impose on ourselves. Each person has their own pace of progress and should set their goals according to this pace, avoiding the tendency to compare themselves with others or be influenced by what is “fashionable”.
Listening to our inner voice and being aware of the mental walls we build is crucial. Goals should be ambitious enough to motivate us, but realistic enough not to discourage us.
Ultimately, the key is balance: between ambition and realism, between challenges and stability.
Regardless of your personality type, goal setting should be a dynamic and personalized process that gives you direction and inspires you to achieve more than you initially set out to.
How do you set your goals?
A day of inspiration and well chosen goals!
Claudiu
