W. Edwards Deming held a critical view of goal-setting, as he believed that goals often served as a form of negative reinforcement, ultimately constraining performance. Oscar Wilde’s famous quote, ‘To define is to limit,’ adds another layer to this perspective. However, an alternate viewpoint suggests that setting goals can provide valuable direction.

When goals are set within reach and accompanied by positive reinforcement, they contribute to team productivity and instill a sense of accomplishment. The most common pitfall, though, is establishing excessively lofty goals with slim chances of attainment, which tends to escalate stress levels rather than fostering success.

It is a management myth that if we set goals, we will get results. Setting goals does not get results; it is the positive reinforcement after the goal is achieved that gets results. The purpose of setting goals should be to increase opportunities for positive reinforcement. So more goals should be set that are achievable to produce more opportunities for positive reinforcement that will impact the behaviour of people and bring continuous improvement, and that is the fastest way to achieve dramatic improvement.

As many raindrops make an ocean, every improvement, no matter how small, is valuable and a cause for some recognition. The rate of change is directly related to the number of reinforcements received. If we reinforce every behaviour in learning situations, we would generate lots more excitement and improvement.

As per the findings of Harvard psychologist David McClelland, individuals who excel in our society tend to establish moderate objectives. When these goals are realistically attainable, individuals are motivated to consistently put forth their best effort to reach them. Conversely, requesting a substantial leap in performance often demotivates the performer and can lead to disappointment for both parties seeking improvement.Goals can play a part in bringing out the best in people only when they are used as opportunities to recognize progress towards being the best.

Reference: Bringing out the best in people by Aubrey C. Daniels