Goal Setting Cheat Sheet

The core ideas of Goal Setting distilled into a single, scannable reference — perfect for review or quick lookup.

PiqCue — piqcue.com/goal-setting/cheatsheet

Quick Reference

SMART Goals

A goal-setting framework that specifies goals should be Specific, Measurable, Achievable, Relevant, and Time-bound. This structure transforms vague intentions into clear, actionable targets with defined success criteria.

Locke and Latham's Goal Setting Theory

A theory based on extensive empirical research showing that specific, challenging goals with feedback lead to higher performance than vague or easy goals, provided the individual has commitment, ability, and adequate task complexity management.

OKRs (Objectives and Key Results)

A goal-setting framework popularized by Intel and Google where an ambitious, qualitative Objective is paired with 2-5 measurable Key Results that indicate progress toward the objective.

Implementation Intentions

A self-regulatory strategy in the form of 'if-then' plans that specify when, where, and how a person will perform a goal-directed behavior. Research by Peter Gollwitzer shows these plans significantly increase follow-through.

Self-Efficacy

An individual's belief in their capacity to execute behaviors necessary to achieve specific goals. Developed by Albert Bandura, self-efficacy directly influences goal choice, effort, persistence, and resilience in the face of setbacks.

Process Goals vs. Outcome Goals

Outcome goals focus on the end result (winning, achieving a number), while process goals focus on the actions and behaviors needed to reach that result. Research shows combining both types optimizes motivation and performance.

Goal Commitment

The degree of determination and attachment a person has toward achieving a goal. Locke and Latham identified commitment as a critical moderator: even the best-designed goals fail without sustained commitment.

Stretch Goals

Ambitious targets that push beyond current capabilities and require significant effort or innovation to achieve. While they can drive breakthrough performance, they may backfire if they feel impossible and undermine motivation.

Goal Hierarchy

A structured system in which high-level, abstract goals (values, life purpose) are broken down into mid-level goals and then into specific, concrete daily actions, creating alignment between daily behavior and long-term vision.

Feedback Loops

Systems that provide regular information about the gap between current performance and the goal target. Timely, specific feedback is essential for goal pursuit because it enables course correction, sustains motivation, and reinforces progress.

Key Terms at a Glance

Accountability:The obligation or willingness to accept responsibility for one's actions and goal progress, often enhanced through external partners or public commitments.

Approach Goals:Goals directed toward achieving a positive or desirable outcome, as opposed to avoiding a negative one.

Avoidance Goals:Goals aimed at preventing or moving away from an undesirable outcome, such as avoiding failure or preventing weight gain.

Chunking:Breaking a large goal into smaller, more manageable pieces or subgoals to reduce overwhelm and create a clear sequence of action steps.

Deliberate Practice:Purposeful, structured practice focused on improving specific aspects of performance, guided by clear goals and immediate feedback.

Extrinsic Motivation:Drive to perform an activity in order to earn external rewards such as money, recognition, or grades, rather than for inherent satisfaction.

Feedback:Information about the gap between current performance and the desired goal, enabling adjustment of strategies and effort.

Fresh Start Effect:The tendency for people to be more motivated to pursue goals after temporal landmarks such as the start of a new year, month, or week.

Goal Commitment:The degree of determination and persistence a person directs toward achieving a specific goal.

Goal Conflict:A situation in which the pursuit of one goal interferes with or undermines progress toward another goal.

Goal Contagion:The unconscious adoption of goals after observing others pursue them, driven by social learning and environmental cues.

Goal Hierarchy:A structured system where high-level abstract goals cascade into mid-level goals and then into concrete daily actions.

Goal Specificity:The clarity and precision with which a goal is defined, including measurable criteria for success.

Implementation Intentions:Pre-planned if-then rules that link a situational cue to a specific goal-directed response, increasing follow-through.

Intrinsic Motivation:The drive to engage in an activity for its own sake because it is inherently interesting, enjoyable, or personally meaningful.

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