A Tailored Approach: How Goal Setting Sparks or Stifles Motivation.

Have you noticed how people respond differently to how goals are set and measured?

Some individuals thrive when challenged with a goal and held accountable by someone they respect, drawing energy from extrinsic motivation—where external rewards or recognition drive their engagement.

On the other hand, others may find this approach taxing, as they prefer intrinsic motivation, where personal satisfaction and achievement inspire their efforts. Additionally, there are nonconformists who resist any form of structured goal setting, valuing flexibility and autonomy over prescribed targets.

Understanding these dynamics can improve our interactions with leaders and team members at all layers of the hierarchy, fostering a more effective environment. This awareness can guide how we structure relationships with those who lead and collaborate, ultimately enhancing our approach to shared goals in both coaching and leadership contexts.

By paying attention to how we respond to goal setting, we can cultivate relationships that motivate and inspire, aligning with the unique preferences of everyone involved.

Motivating Different Styles in Goal Setting

Over half of us are motivated externally, thriving under structures and clear directives, (either alone or alongside an internally driven goal-setting preference). This is why many goal-setting protocols encourage actions that appeal to this group, especially in performance coaching. However, it will not work for everyone.  Here’s how to effectively motivate each style:

Motivating External Authority (between 40-60% of people):

1. Set Clear Goals: Provide specific, measurable, achievable, relevant, and time-bound (SMART) goals to give direction and clarity.

2. Establish Regular Check-Ins: Schedule consistent progress meetings to provide accountability and ensure that the direct report feels supported in their efforts.

3. Offer Recognition and Rewards: Acknowledge achievements publicly and consider tangible rewards for meeting goals. This reinforces motivation and encourages continued effort.

4. Provide Structure: Create a structured environment where expectations are clearly outlined, allowing individuals to thrive under defined parameters.

5. Encourage Team Accountability: Foster a culture of shared responsibility where team members hold each other accountable, creating a supportive network.

Motivating Internal Authority:

1. Facilitate Autonomy: Allow freedom in how they approach goals, enabling them to take ownership and make decisions that resonate with their values.

2. Encourage Goal Exploration: Engage them in discussions about the rationale behind goals, making them part of the decision-making process to enhance their commitment.

3. Provide Context: Clearly communicate the purpose and relevance of each goal, helping them see how it aligns with their intrinsic values and interests.

4. Foster a Feedback Loop: Offer constructive feedback while encouraging them to contribute their insights and adjustments to the goals, ensuring collaboration.

5. Be Available for Support: While they may not require constant direction, being available for guidance when needed can help keep them on track.

Motivating Non-Conformists:

1. Emphasise Flexibility: Allow them the freedom to determine how they achieve their goals, encouraging creative and unconventional problem-solving approaches.

2. Set Broad Objectives: Provide overarching goals but leave the methods of achieving them open to interpretation, allowing room for personal expression and innovation.

3. Encourage Experimentation: Promote a culture where making mistakes is acceptable, translating to an environment where they feel safe to try new ideas.

4. Incorporate Diverse Perspectives: Involve them in brainstorming sessions or discussions where their unique viewpoints can shape the goals and processes.

5. Recognise Unique Contributions: Celebrate innovative ideas and approaches, showing appreciation for their non-traditional methods and encouraging continued exploration.

Conclusion

By tailoring goal-setting techniques to align with each motivational style, leaders can create an environment where individuals feel inspired and empowered to reach their goals effectively. Understanding and addressing these different preferences will enhance overall team performance and job satisfaction, especially since more than half of us are driven by external motivation. This is why many goal-setting protocols encourage actions that appeal to this group, particularly in performance coaching; however, this approach will not work for everyone.