Goal setting part Two
o.p.p. goals - outcome, performance, process
“One part at a time, one day at a time, we can accomplish any goal we set for ourselves”
Are You Down with O.P.P.?
O.P.P. Goals, YA you know ME!
Who knew that Naughty by Nature were such Goal fanatics?! Everyone should be down with O.P.P. goals, because when it comes to goal setting knowing how to properly set Outcome, Performance and Process goals makes a huge difference.
1.) O is for….OUTCOME
“Begin with the end in mind” – Stephen Covey
Outcome goals focus on the end game, the end product or result of some action or behavior that needs to be taken in order to achieve what you want. Example: you currently weigh 150 lbs and have a goal of weighing 130 lbs in six months. Outcome goals can give a clear focus and direction, but if this is the only type of goal you have then you will not feel any sense of accomplishment (and the brain will not release any dopamine – that feel good neurotransmitter) until you reach 130 lbs which is six months away. Making the goal smaller and incremental can help, meaning that with the previous example having a goal of weighing 148 lbs in one week allows you to have more opportunities to succeed (and more opportunities for dopamine release) along the way.
Making outcome goals smaller does help but it still does not provide a sense of accomplishment or acknowledgement of the hard work, and conscious choices that you make on your way to your goal. It also makes any progress lack luster since all focus is in where you aren’t, and you really have no control over the outcome.
2.) P is for ….PERFORMANCE
“It is not enough to take steps which may someday lead to a goal; each step must be itself a goal and a step likewise.”
– Johann Wolfgang von Goethe
Performance goals are still end result focused but are based on personal best. This type of goal is all about improvement, and can make the work needed to achieve the goal easier because it reminds you that you’ve already completed a goal in the past, increasing your confidence in your ability to achieve your current goal. Let’s say that in three months, you want to improve your finish time for your three mile runs from 33 minutes to 30 minutes, this is a performance goal. Assuming that there was a point in your life that you were not running at all, means that you’ve already had experience and success in improving your running time. You already know what works and what doesn’t work, and this knowledge and previous experience infuses confidence in the methods used to get you where you want to go.
3.) The last P well…that’s not so simple…actually it is…PROCESS
“The going is the goal.” – Horace Kallen
Process goals specify the methods the individual want to engage, to perform in a satisfactory manner (however that is defined). Process goals have been proven to be the most successful, as shown in a study on collegiate swimmers conducted by D. Burton. https://www.researchgate.net/publication/232533560_Winning_isn't_everything_Examining_the_impact_of_performance_goals_on_collegiate_swimmers'_cognitions_and_performance
Making process goals keeps the focus on the here and now, and increasing the opportunities to succeed thereby increasing the chance of that feel good neurotransmitter dopamine being release in the brain. Looking at the previous performance goal example, to make it a process goal, adjust it to the average speed (6.0 mph) that you will need to run consistently in order to run three miles in 30 minutes. Now working on the process means you get to adjust your goal constantly, so maybe for the next week increase your speed from 5.5 mph to 5.6 mph. Process goals are interactive, giving constant feedback on your progress allowing for you make changes as needed, giving you control. With process goals you are able to see where you may have went off track and fix what needs to be fixed immediately while with outcome goals it can be difficult to pinpoint where improvement is needed.
In the end, I suggest being down with all parts of O.P.P. goals and using them in conjunction with each other. Set a clear vision with your outcome goal, infuse confidence in your abilities with performance goals, stay mentally focused and receive immediate feedback with process goals.
Remember to write down your goals, post them where you can see them, and be a SMART-P (refer to https://www.strength-grace.com/smartp-goals ) when setting your Outcome, Performance and Process Goals.
For more information on the relationship between goals, your brain and dopamine refer to https://www.psychologytoday.com/us/blog/the-truisms-wellness/201610/the-science-accomplishing-your-goals
“What you get by achieving your goals is not as important as what you become by achieving your goals”