Transformative Goal Setting Models

“All of my traditional approaches to setting goals are falling flat,” my newest client admitted. “My team is going through the motions, but the goals we’re setting have no energy or meaning. I don’t know what to do.” I could hear the frustration in his voice. He wasn’t alone. I’ve had this same conversation with leaders across many industries. Traditional goal-setting methods—SMART goals, annual targets, quarterly OKRs—aren’t enough anymore. They look good on paper, but in practice? They often feel lifeless. Why? Because goals that don’t inspire don’t get achieved. A poorly set goal is like a malfunctioning GPS—it gives you the illusion of direction while leading you nowhere. If you want your team to not just chase a goal, but to own it—to commit with energy, creativity, and resilience—your goals need to meet four powerful criteria: 1️⃣ 𝗠𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹 – The Fire That Fuels Action A goal without meaning is just a task. It won’t ignite passion, and it won’t sustain commitment when the road gets tough. Ask the team: ↪︎︎ Does this goal represent a true breakthrough? Does it challenge us to grow? ↪︎︎ Is the outcome worthy of being our #1 focus? If it’s not, it won’t command our best energy. The most powerful goals feel personal. They connect to a deeper sense of purpose. They make you feel alive. 2️⃣ 𝗠𝗲𝗮𝘀𝘂𝗿𝗮𝗯𝗹𝗲 – The Score That Drives Performance A goal that can’t be measured is like playing tennis without a net. You can exert tremendous effort, but you’ll never know if you’re winning. Ask the team: ↪︎︎ Can we objectively track progress toward this goal? If you can’t measure it, you can’t manage it. ↪︎︎ Do we know whether we’re winning or losing—both in terms of the result and the timeline? The most powerful goals have clear scoreboards—not just at the finish line, but throughout the journey. 3️⃣ 𝗠𝗼𝘃𝗮𝗯𝗹𝗲 – The Levers That Drive Success Setting a goal without defining the specific actions that will drive it is like planting a seed and hoping for rain. Ask the team: ↪︎︎ Do we know exactly what actions, if repeated consistently, will create success? ↪︎︎ Are those actions within our control? The best goals don’t rely on luck or external conditions. They are moved forward by deliberate, focused effort. 4️⃣ 𝗠𝗲𝗺𝗼𝗿𝗮𝗯𝗹𝗲 – The Impact That Makes It Worthwhile If you achieve this goal, will it be worth it? Will it have mattered beyond the numbers? Ask the team: ↪︎︎ Does this goal align with our deeper purpose? If not, why pursue it? ↪︎︎ Will achieving it create an impact we’ll be proud of—something that lasts? The best goals aren’t just achieved. They become stories—milestones of growth, impact, and transformation. When goals meet these four criteria—Meaningful, Measurable, Movable, and Memorable—they don’t just exist on a PowerPoint slide. They ignite teams. They create momentum. They change the game. #Heroic #Coaching #ThriveHive #4DX

Let’s talk about goals. Real goals. Anyone can write down “make more money” or “build a brand.” That’s not strategy however—that’s wishful thinking. True entrepreneurs/leaders don’t just set goals—they sculpt them with depth, discipline, and direction. The difference between surviving and scaling often lies in how you craft your goals. Here are 5 game-changing, grounded goal-setting ideas that’ll move you from busy to built: 🔹 1. Set “System Goals,” Not Just Outcome Goals Don't just say, "I want to make $100K this year." Ask, what system gets me there consistently? Instead of only chasing numbers, create processes that support those outcomes. For instance, rather than setting a goal to "gain 50 clients," set a system goal to "reach out to 10 new leads every weekday, follow up within 48 hours, and offer 2 personalized proposals a week." 📌 Systems create sustainability. Outcomes follow systems. 🔹 2. Make Your Goals Identity-Based Your goals should not only shape what you do—but who you’re becoming. Don’t just say, “I want to run a 6-figure business.” Say, “I want to become a disciplined CEO who leads with strategy and integrity.” Why? Because goals tied to identity create lasting motivation. 📌 If the goal doesn't transform you, it won't transcend seasons. 🔹 3. Write “Loss Goals” Alongside Your Wins We plan for gain, but rarely prepare for loss. A loss goal might be: “I will let go of clients that drain energy but don’t align with long-term value.” Or: “I will drop the habit of checking emails during focus hours.” These goals help you trim the fat, clear mental clutter, and make room for real growth. 📌 What you stop doing is just as powerful as what you start. 🔹 4. Build Layered Goals: Micro, Macro & Mastery Too many people stop at the macro goal—“Grow my brand.” But success is layered: • Micro Goal: Post valuable content 3x/week. • Macro Goal: Build a community of 10,000 followers. • Mastery Goal: Become an authority others cite, not just like. 📌 Success takes time; it's crafted in stages. 🔹 5. Time-Activate Everything Your brain respects what’s on a clock. “I want to scale my income” is a floating wish. “I will increase my recurring revenue by 30% in 90 days by launching X offer” creates accountability, urgency, and momentum. If there’s no date, it’s not a goal. 📌 Time-bound targets turn dreams into visible traction. Be the kind of entrepreneur who doesn't just set goals... But sets the foundation for the business and life you’re building—day by day, decision by decision. You’re not just here to set goals. You’re here to set a tone for the future you're shaping. #EntrepreneurMindset #GoalSettingThatMatters #BusinessDiscipline #IdentityDrivenSuccess #VisionExecution #LeadershipHabits #BuildWithPurpose #MicroToMastery #EntrepreneurshipTruths #GrowthInMotion #TimeBoundWins #ThinkExecuteTransform

What if you could see the probability of hitting your next major business goal before allocating time, money, and people to it? Most teams rely on ambition and instinct. The Pi Trajectory Model replaces that with clarity. It calculates your real odds of success using data you already have - past performance, volatility, growth targets, time horizon, and market risk. In this post, I walk through a real-world inspired example using Shopify and introduce a future-facing layer that doesn't just forecast outcomes but also recommends how to improve them. The published paper is included. The working model is live. This is for founders, product leaders, operators, and investors who are done guessing and ready to build with certainty. #startupstrategy #productleadership #predictiveanalytics #goalsetting #businessintelligence #decisionmaking #founders #vcinsights #dataanalytics #strategicplanning #PiTrajectoryModel #thealgorithm

SMART goals are dumb. Definitely outdated. They were literally coined in 1981 by John T. Doran in the Management Review. That's 43 years old. Oh and psst - your team hates setting them. Why? Because the acronym is fundamentally flawed: Specific: Limits creativity and hampers your ability to adapt when new information emerges. 🤔 Measurable: Sure, you know when you've achieved it, but does it drive meaningful, impactful outcomes? 📉 Attainable: Keeps you comfortably within your comfort zone—hardly a place for growth. 🛋️ Realistic: Another word for attainable. It encourages small thinking and boxes you in. 🚫 Time-bound: While deadlines are important, meaningful goals need built-in milestones that keep motivation high and the dopamine flowing. 🎯 In short, SMART goals keep us stuck in mediocrity, lacking purpose and innovation. So, what’s the alternative? Enter the PIC Framework: Purpose-Driven: Every goal should connect to a deeper mission or value. This alignment not only motivates but also gives each goal a clear "why." 🎯 Impactful: Goals should aim for outcomes that matter—shifting the focus from what's easily measurable to what's truly transformative. 🌍 Challenging: If your goals don’t make you a little uncomfortable, you’re not aiming high enough. Embrace the discomfort as a sign of growth and ambition.💪 Want to innovate your goal setting? Here's how you can bring PIC to your organization: Start with Purpose ➡ Align goals with the organization's mission. 🌟 Define Impact ➡ Focus on meaningful outcomes that drive the business forward over easy measurements (especially, for the sake of a great dashboard). 📊 Set Challenging Objectives ➡ Encourage ambition and innovation - yep, even if it scares you. 🚀 Embed Milestones ➡ Keep motivation high with regular wins - not just a potential bonus at the end of the year. 🏆 Foster Reflection ➡ Regularly review and adapt goals as needed. 🔄 (In other words, setting a goal in January and refusing to change it because you set it, even though you have new information, is well...ridiculous.) By moving from SMART to PIC, you create a culture of purpose, impact, and challenge. And who knows - maybe people will finally start to buy-in to the goal setting process and actually like it! 🌟 #Leadership #Innovation #GoalSetting #BusinessGrowth #PurposeDriven

Professional Coaching Models Several effective coaching models can be employed in professional coaching to enhance performance and achieve specific goals. Here are some of the most recognized models: 1. GROW Model Overview: Developed in the late 1980s, the GROW model is one of the most widely used frameworks in coaching. Components:Goals: Define what the client wants to achieve. Reality: Assess the current situation and identify obstacles. Options: Explore various strategies to reach the goals. Will: Determine the commitment to action and plan next steps. 2. OSKAR Model Overview: Introduced in 2002, the OSKAR model focuses on solution-oriented coaching. Components:Outcome: Establish clear, SMART goals. Scaling: Assess the feasibility of achieving these goals. Know-how: Identify necessary skills and resources. Affirmation: Reinforce strengths and capabilities. Action & Review: Create an action plan and regularly review progress. 3. CLEAR Model Overview: This model emphasizes building rapport and trust between coach and client, making it suitable for those new to coaching. Components:Contracting: Agree on goals and expectations. Listening: Understand the client’s concerns and aspirations. Exploring: Reflect on underlying beliefs affecting behavior. Action: Develop a collaborative action plan with SMART goals. Review: Regularly evaluate progress and adjust as needed. 4. STEPPA Model Overview: Created by Angus McLeod, this model incorporates emotional contexts into goal-setting. Components:Subject: Define the focus of coaching. Target: Set specific targets for improvement. Emotion: Address emotional barriers that may hinder progress. Perception: Understand how the client perceives their situation. Plan & Action: Develop a structured plan to achieve targets. 5. FUEL Model Overview: This model emphasizes a structured approach to coaching conversations. Components:Frame the Conversation: Set the context for discussions. Understand Current State: Assess where the client currently stands. Explore Desired State: Define what success looks like for the client. Lay Out Next Steps: Create a clear action plan moving forward. 6. AOR Model Overview: The AOR (Activities, Objectives, Results) model focuses on real-time coaching and flexibility. Components:Activities: Identify specific tasks or actions to undertake. Objectives: Set clear goals for these activities. Results: Evaluate outcomes to inform future actions. These models provide structured methodologies that can be tailored to individual needs, helping coaches facilitate personal and professional growth effectively. Each model has its strengths, making it essential to choose one that aligns with the client's objectives and context.

7 Goal-Setting Frameworks that Drive Results (Beyond Just S.M.A.R.T.) Most people set goals. Few choose the right framework to achieve them. Don't just try to fit every goal into one framework. Here are 7 proven frameworks to make your goals stick (and examples to help you apply them): 1️⃣ SMARTER ↳ Specific, Measurable, Achievable, Relevant, Time-Bound, Evaluated, Reviewed ↳ Goals are not only clear and actionable, but also regularly refined. ↳ Example: “Increase newsletter subscribers by 20% in 3 months, reviewing progress biweekly.” 2️⃣ CLEAR ↳ Collaborative, Limited, Emotional, Appreciable, Refinable ↳ Goals that inspire teams and adapt as you grow. ↳ Example: “Launch a collaborative project plan in phases, adjusting based on team feedback.” 3️⃣ FAST ↳ Frequently Discussed, Ambitious, Specific, Transparent ↳ Set big, visible goals and revisit them often. ↳ Example: “Publish one impactful LinkedIn post weekly and review engagement metrics every Friday.” 4️⃣ HARD ↳ Heartfelt, Animated, Required, Difficult ↳ Goals you care about emotionally and challenge yourself with. ↳ Example: “Complete a half-marathon in 6 months to build mental and physical resilience.” 5️⃣ WOOP ↳ Wish, Outcome, Obstacle, Plan ↳ A mix of dreaming big and preparing for roadblocks. ↳ Example: “Wish: Write a book. Outcome: Publish in 12 months. Obstacle: Limited time. Plan: Write 500 words daily at 6 AM.” 6️⃣ PACT ↳ Purposeful, Actionable, Continuous, Trackable ↳ Focus on progress and purpose, not just deadlines. ↳ Example: “Learn a new skill - 30 minutes of coding daily with weekly progress checks.” 7️⃣ BHAG ↳ Big Hairy Audacious Goal ↳ Set a bold, long-term target that excites (and scares) you. ↳ Example: “Grow the company to $10M revenue in 5 years through innovative product development.” The right framework can change the way you set (and achieve) your goals. Which framework resonates most with you? Share below how you plan to apply it! ________ ♻️ Repost to help others reach their goals. 📌 Follow Jorge Luis Pando for more actionable insights.

Ever heard of the G.R.O.W. Coaching Model? If you’re a manager, it’s time you did. Why? Because it’s simple, effective, and transformative. Let’s break it down: G Goal: → Define what you want to achieve. Example: “Increase team productivity by 20% in the next quarter.” R Reality: → Assess the current situation. Questions to ask: ↳ What’s happening now? ↳ What challenges are you facing? O Options: → Explore possible strategies. Brainstorm with your team: ↳ What could you do? ↳ What else? W Will: → Commit to action. Decide on the next steps: ↳ What will you do? ↳ When will you do it? The beauty of G.R.O.W.? It’s not just about solving problems. It’s about empowering your team to find their own solutions. Imagine if every manager used this model. → Increased engagement. → Better results. → Happier teams. Next time you’re in a coaching session, give G.R.O.W. a try. It’s not just a tool; it’s a mindset. Who’s ready to G.R.O.W. with their team? Share your experience or thoughts below. #HR #Coaching #Leadership #GROW

Here’s an interesting thought…What if the goal-setting system you rely on is actually working against you? What if these approaches are creating more problems than solutions? I had a thought-provoking conversation with author Radhika Dutt, who believes our traditional goal-setting methods are fundamentally broken, and she's got compelling evidence to back it up. In her upcoming book, "Escaping the Performance Trap," Radhika explains why outdated evaluation systems (Iike SMART goals, KPIs and OKRs) fail. She talks about “the illusion of progress” that these kinds of systems can create and introduces a fresh alternative. An idea I really like... ⭐️ Thinking like a puzzle solver 🧩 rather than a target hitter 🎯can transform your team's performance. We cover:  🔸Why traditional goal-setting creates the wrong incentives 🔸Distinctions between performance evaluation and performance development 🔸How to replace OKRs or KPIs with OHLs (Objectives, Hypotheses, and Learnings)  🔸Why puzzle-solving beats target-setting  🔸How to evaluate performance without creating defensive behavior This episode will challenge how you think about performance evaluation and give you practical tools to implement immediately…without throwing out your entire system. ❓How are you evaluating performance? 👉🏻Would love to hear what's working for you. 🎧Find a link to the episode in the comments below. #leadership #goalsetting #performance #OHLs #CEOontheGoPodcast