Systems not goals

 

Scott Adams

@ScottAdamsSays

·

15h

Sounds right

Steve Magness

@stevemagness

A new meta-analysis on the impact of goal setting on performance found: 1. Process goals had a large effect on performance 2. Performance goals had a moderate effect 3. Outcome goals had a negligible effect

Steve Magness

@stevemagness

·

18h

Two main reasons this works: 1. Focusing on the outcome tends to activate both approach and avoidance motivation. We’re pulled into a tug of war battle. 2. Process goals speak the language of our brain and body. They speak action. It’s not that outcome or performance goals are inherently bad. It’s that we already have a hyper focus on them. We can’t escape them in most situations. It comes with the arena. Of course you want to win or run a 4 minute mile. But doubling down on them just brings more of the negative without the positive of what can we do about it.

https://x.com/stevemagness/status/2002825657785389347?s=12

• The post highlights a 2022 meta-analysis on goal setting in sports, showing process goals (e.g., technique focus) yield large performance gains (d=1.36), outperforming moderate effects from performance goals (d=0.44) and negligible ones from outcome goals (d=0.09).
• Author Steve Magness, a performance expert with books like "Do Hard Things," uses this to advocate shifting from results obsession to actionable processes, aligning with self-regulation theory's emphasis on controllable behaviors.
• Thread replies reveal practical curiosity—e.g., examples like training routines—and note the study's age, reflecting sustained debate on applying goal research beyond elite athletics.

So what’s the best way to improve?

The best way to improve performance—whether in sports, skills, work, or personal development—is to prioritize process goals over outcome or performance goals, according to strong evidence from sports psychology research.A 2022 meta-analysis of 27 studies (Williamson et al.) found that:

• Process goals (focusing on technique, strategy, or controllable actions) had the largest effect on performance improvement (Cohen's d = 1.36, a very large effect).
• Performance goals (e.g., achieving a specific time, score, or personal best) had a moderate effect (d = 0.44).
• Outcome goals (e.g., winning, beating others, or final rankings) had almost no effect (d = 0.09).

Process goals work better because they're fully under your control, reduce anxiety from uncontrollable factors (like opponents or conditions), direct attention to executable actions, build self-efficacy, and promote consistent effort and persistence.Practical Steps to Improve Effectively

1. Focus primarily on process goals
   Identify the specific behaviors, techniques, or habits that drive better results.
   • Examples in running: "Maintain relaxed shoulders and quick cadence during strides" instead of "Run a sub-20-minute 5K."
   • In writing/public speaking: "Practice deep breathing before starting" instead of "Deliver a flawless presentation."
   • In learning a skill: "Spend 30 minutes daily on deliberate technique drills" instead of "Master this by next month."
2. Use a hierarchy of goals
   • Set 1 big outcome goal for direction and motivation (e.g., "Win the league" or "Get promoted").
   • Break it into performance goals as milestones (e.g., "Improve my average score by 10% this season").
   • Drive everything with multiple process goals (the daily/weekly actions that make the above possible).
3. Make goals SMART where it fits
   SMART (Specific, Measurable, Achievable, Relevant, Time-bound) is great for making process and performance goals concrete and trackable.
   • Bad: "Get better at free throws."
   • Good (process): "Practice 100 free throws with proper form 4 days per week for the next month."
4. Track progress and adjust regularly
   Review weekly: What processes did you execute? What worked? Tweak as needed—flexibility prevents frustration. Feedback (from a coach, data, or self-review) amplifies goal effectiveness.
5. Combine with other proven habits
   • Deliberate practice (focused, effortful repetition with feedback).
   • Consistency over intensity.
   • Build intrinsic motivation by emphasizing mastery and enjoyment of the process.

Obsessing over outcomes often leads to pressure and suboptimal performance. By shifting attention to controllable processes, you build better habits, stay motivated longer, and—paradoxically—achieve better outcomes as a byproduct. This approach is backed not just by the 2022 meta-analysis but aligns with decades of goal-setting theory in psychology. Start small, stack process wins, and improvement compounds.