Coaching practices for Behaviorally Specific Goals
Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For Behaviorally Specific Goals, these are the strongest matches in the current practice library.
Does this sound like the set of challenges you might be facing?
- I keep telling myself things like "try harder" and "stay focused," and then in the moment those words give me nothing to actually grab onto
- I write down things like "be consistent" and "execute well" thinking those are my action goals, but they’re really just the result wearing a disguise
- My goals are always mushy
- I’ve got this big goal way out there but no idea what I’m supposed to actually do this week to get closer, so it just sits there as a someday thing and I never move on it.
- My goal is something inspiring like “get in the best shape of my life” or “grow the business”
Practices that may help
- Make process goals behaviorally specific enough to direct attention
A vague process goal ("try harder") is not a process goal — it must specify what to do with your body and attention.
Process Goals, Made Practical - Design process goals that are specific, observable, and within your control
Process goals must be both actionable (you can do them) and observable (you can confirm you did them).
Process vs. Outcome Goals in Sport and Performance - Specify target behaviors precisely before designing any reward system
Contingency management fails when the target behavior is fuzzy — define exactly what earns the reward, in observable terms.
Contingency Management and Token Economies - Decompose distal goals into proximal action plans
Break long-term goals into short-term action plans with specific behavioral targets for this week.
Action Planning - Make stretch goals specific, not just big
A stretch goal must be specific and measurable to trigger the mechanisms that make it work.
Stretch Goals: When Ambitious Targets Help and When They Backfire - Understand the three-goal hierarchy: outcome, performance, process
Use all three goal types — but know which one to focus on during execution.
Process Goals, Made Practical - Use learning goals instead of performance goals on novel tasks
When the skill is new, a "figure out how to do X" goal outperforms "achieve X by date."
Stretch Goals: When Ambitious Targets Help and When They Backfire - Process Goals, Made Practical
Process goals focus on the specific behaviors and techniques under the performer’s direct control (how you execute) rather than on outcomes (whether you win). Sport psychology research consistently finds that process goals maintain attention on controllable actions, reduce anxiety, and improve performance consistency — especially under pressure — while pure outcome goals can undermine both. - Specify the when and where for every goal action
"I will do [behavior] at [time] in [location]" — specificity creates an automatic trigger.
If–Then Planning, Made Practical - Frame goals as approach-oriented rather than avoidance-oriented
"Become healthy" outperforms "stop being sedentary" — frame goals toward what you want, not away from what you fear.
Goal Systems Theory: How Goals Work Together (and Against Each Other)
Related concerns
- Goal Setting For Athletes
Process goals focus on the specific behaviors and techniques under the performer’s direct control (how you execute) rather than on outcomes (whether you win). Sport psychology research consistently finds that process goals maintain attention on controllable actions, reduce anxiety, and improve performance consistency — especially under pressure — while pure outcome goals can undermine both.
- Specific Goal Setting
A stretch goal must be specific and measurable to trigger the mechanisms that make it work.
Make stretch goals specific, not just big
- Specific Goals
A stretch goal must be specific and measurable to trigger the mechanisms that make it work.
- Specific Goals And Effort
Replace vague aspirations with a precise, stretching target — this is the core lever.
Set specific, hard goals rather than "do your best"
- Behavioral Goal Description
A vague process goal ("try harder") is not a process goal — it must specify what to do with your body and attention.
Make process goals behaviorally specific enough to direct attention
- Concrete Goal Setting
When the skill is new, a "figure out how to do X" goal outperforms "achieve X by date."
Use learning goals instead of performance goals on novel tasks
Describe your situation in your own words to search the complete practice library.