Types of goals: 7 examples for work, life, and career
Summary
Why do we set goals? In some sense, we set goals to measure accomplishments. But really, goal-setting is a way to change our behaviors. If we set a goal to finish a project, develop a new habit, or get a promotion, we are setting the groundwork for things we want to change.
Goal-setting is a personalized process, so your approach will likely differ from your colleagues'. Just as there are different ways to set and achieve your goals, there are also different types of goals for different areas of your life. Knowing when to use each type can help you stay organized and focused on whatever it is you want to achieve.
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First, what are goals?
Goals are specific statements that define a desired outcome you want to achieve. They provide direction and purpose, helping you measure progress in both your personal life and professional career.
Because goals serve different purposes, you need different types for different accomplishments:
Short-term goals: Best for project management and task-based deliverables
Long-term goals: Ideal for bigger ambitions like launching products or a company vision
Quantitative goals: Perfect for measurable targets like savings or revenue
In this article, we'll go deep into the types of goals you can use to further your personal and professional development. If you're looking for company goals and common business goal-setting methodologies, check out the following:
7 types of goals to move your personal and professional life forward
Here we've broken down seven types of goals into two categories: time-based goals and professional goals.
Types of time-based goals
Time-based goals are set on a timeline with a start and end date. Some help you achieve tasks next week, while others guide you throughout your life. Regardless, time-based goals always have a deadline, no matter how far away it is.
Let's look at three time-based goal types and how to use them.
1. Long-term goals
Long-term goals target larger ambitions over months or years, such as launching a new product or growing your team. For Big Hairy Audacious Goals (BHAGs), you'll want to look even further, 10–25 years.
Examples of long-term goals:
Onboard 2,000 new employees over the next three years.
Practice public speaking by volunteering to give five presentations this year.
Triple the amount of money I save for retirement over the next five years.
Long-term goals are specific, but they don't include action steps. That's where short-term goals come in; they break bigger goals into manageable tasks. Use both in tandem to organize your ambitions and achieve them.
Read: How to accomplish big things with long-term goals2. Short-term goals
Short-term goals are the finer details of your goal-setting process. Use them to break down large goals into attainable, measurable tasks. Short-term goals can make long-term goals feel less overwhelming.
Think of these as outcome-oriented goals, such as learning a new skill or finishing a project.
Examples of short-term goals:
Create a reusable event-planning checklist this quarter.
Complete three levels of French classes on my language app before I visit France next month.
Build a 3-month emergency fund by putting aside $500 a month over the next six months.
Keep in mind, these should all connect back to larger goals in order to make a real impact. For example, the French classes could be connected to a larger goal of becoming fluent. Or you can tie the event-planning checklist goal back to an ongoing goal of streamlining your event planning workflow.
3. Lifetime goals
Buy the house on the hill. Become VP of Marketing. Life goals are inherently more dreamy; they're your biggest, boldest visions for yourself.
Unlike other time-based goals, you might not achieve your lifetime goals. Their purpose is more philosophical: they help you stay aligned with your passions and values, whether or not you actually reach them.
Examples of lifetime goals:
Retire as a millionaire.
Launch a start-up.
Write a memoir.
Notice how vague these are. In almost every other type of goal, you want to make them specific and measurable. Lifetime goals don't need that same structure, though the goals you create to support them will.
Types of goals based on results and processes
Goals can also be categorized by what they measure: your final result (outcome), your daily actions (process), or your personal benchmarks (performance). Using all three together creates a complete system for achieving your ambitions.
1. Outcome goals
Outcome goals define the end result you want to achieve. They represent your ultimate destination, whether that's winning a contract, launching a product, or reaching a revenue target.
Examples of outcome goals:
Increase annual revenue by 20%.
Win the industry award for best customer service.
Secure three new enterprise clients this quarter.
2. Process goals
Process goals focus on the specific actions and behaviors you'll perform consistently. Unlike outcome goals, process goals are entirely within your control. They help you build the habits and systems that lead to success over time.
Examples of process goals:
Send five prospecting emails every day.
Review project status with the team every Monday morning.
Complete one professional development course each month.
3. Performance goals
Performance goals sit between outcome and process goals. They define a standard or benchmark you want to hit, usually based on your own past performance.
Examples of performance goals:
Reduce project delivery time by 15% compared to last quarter.
Improve customer satisfaction scores from 85% to 90%.
Complete all assigned tasks with zero missed deadlines this month.
Goal type: Outcome goals
Focus: Final result
Example: Increase revenue by 20%
Goal type: Process goals
Focus: Daily actions
Example: Send five prospecting emails daily
Goal type: Performance goals
Focus: Personal benchmarks
Example: Reduce delivery time by 15%
The most effective goal-setters use all three together: process goals build the foundation, performance goals track progress, and outcome goals keep you focused on the end result.
Types of professional goals
Professional goals are the goals you set specifically for professional outcomes. They can focus on your direct accomplishments (i.e. performance goals) or they can be larger business goals. Take a look at the four most common types of professional goals, plus examples of each.
1. Career goals
Career goals are used to improve your workplace performance, position, or outcomes. Some of these could be personal, like getting a promotion, while others might focus on deliverables. Career goals tend to be individual, though they may require your team's help.
Examples of career goals:
Become a people manager by the end of next year.
Automate reporting for quarterly status updates by Q2.
Pass the entry-level coding exam this month.
2. Professional financial goals
Financial goals can be both personal and professional. Your professional financial goals will usually focus on salary and benefits. You can also set financial goals to improve related skills or increase your education, which can help you get a higher salary.
Examples of professional financial goals:
Practice negotiation skills with a coworker once a week for a year.
Hit six figures within the next five years.
Build up to donating 5% of my annual salary by the end of next year.
3. Company goals
These are company-wide goals that help structure your team and individual work goals. Company goals are usually much larger than individual professional goals. Often, you create actionable tasks, goals, and objectives that lead back to larger company goals and strategic initiatives.
Examples of company goals:
Build a diverse team that represents the cities we work in within the next 10 years.
Increase customer retention by 10% year over year for 3 straight years.
Create a hybrid work culture before the return-to-office next quarter.
4. Stepping stone goals
Stepping stone goals are any goals that help you achieve other goals. Both short- and long-term goals are usually stepping-stone goals because they're often tied to even larger goals, such as annual OKRs. Likewise, many of your professional goals will be stepping-stone goals.
Examples of stepping stone goals and their larger counterpart:
Large goal: Reduce spending within the next three years. Stepping stone goal: Track the monthly budget over the next year.
Large goal: Streamline our onboarding process with fewer steps by end of year. Stepping stone goal: Create a new hire checklist this month.
Large goal: Plan a company retreat this year. Stepping stone goal: Call 12 venues for availability this week.
Other types of goals: Personal development goals
Personal development goals complement the goal-setting you do at work. They can fall into many categories, including:
Spiritual goals
Educational goals
Relationship goals
Physical health or fitness goals
While these aren't directly related to large-scale work goals, improving in your personal life can spill over into the workplace. For example, becoming a more active listener can both benefit your personal relationships and make you a better team leader.
How to set goals
How you set goals determines how effective they are. Without structure, your work can feel random or unfulfilling. The right approach makes goal-setting rewarding and keeps you motivated.
Goal-setting tips
Goal-setting is a methodical process. Set aside a sizable chunk of time the first time you set goals, but keep in mind you can revisit these tips any time you want to set more goals.
Set SMART goals
The more specific and measurable your goals are, the easier it will be to track their progress and ultimately achieve them. Use the SMART goals framework to make your goals:
Specific
Measurable
Achievable
Realistic
Time-bound
This won't apply to all goal types (for example, lifetime goals don't need to be SMART), but it will for most others.
Using quantitative vs. qualitative goals
Technically, goals can be quantitative (measurable) or qualitative. Quantitative goals are easier to assess and track. For example, if you set a quantitative goal to boost sales by 5% this month, you know exactly how to determine if you hit it or not.
Qualitative goals, such as "be more successful," can be vague and difficult to measure. That said, sometimes qualitative goals are useful, such as setting a goal for employees to be happier at work. You can attach quantitative goals to it in order to work towards a happier workplace.
What's the danger of setting too many goals?
Mostly, setting and achieving goals is a rewarding and positive experience. But there is a tipping point where too many goals can have a negative impact on you and your work.
The effect of setting too many goals is similar to creating an overlong to-do list: it's overwhelming. You want to strike a balance between adding enough goals so your work feels structured without adding so many that it feels impossible to achieve them all.
Goals for everyone
Neale Donald Walsch wrote that "Life begins at the end of your comfort zone." Goals help you push through and past your comfort zone, where you can grow and improve.
Most of us will rely on a combination of these goal types to chase down dreams, build a better workplace, and discover how we operate best. If you're new to goal setting, don't worry. Just pick a goal type and get started.
Goal setting and tracking can be tricky as your team grows. To keep projects on track, use a goal-setting system that scales with you and your work. Track and measure your goals in the same space you work, with Asana.
Set and achieve goals with Asana
