Coaching practices for Result Purpose Action
Describe almost anything you are working through and IX Coach finds the practices whose real-world fit is closest. For Result Purpose Action, these are the strongest matches in the current practice library.
Does this sound like the set of challenges you might be facing?
- My goal is something fuzzy like "work on my business" or "get healthier," so I’m always doing things toward it but I’d never actually know when I’d arrived
- I check off a whole list of tasks and still end the day feeling like nothing real got done
- It went well so I assumed I did everything right and moved on
- 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
- It didn’t work out and I’m beating myself up as if a bad result automatically means I did badly
Practices that may help
- Define the result before listing tasks
Before planning any action, write a single clear statement of the specific outcome you want.
Tony Robbins’ Rapid Planning Method (RPM), Made Practical - Distinguish outcomes from tasks when setting your three
An outcome is a result you can evaluate; a task is an activity you can check off — only outcomes tell you whether the day succeeded.
The Rule of Three for Productivity, Made Practical - Debrief against process goals, not just the outcome
After performance, evaluate whether you executed your process goals before evaluating the result.
Process vs. Outcome Goals in Sport and Performance - 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 - Review actions through the reserve clause lens
After a disappointing outcome, ask: did I act well? If yes, the discipline is complete — the outcome is not the measure.
The Stoic Reserve Clause - Name three outcomes each day
Before the day begins, write three concrete things you will accomplish — not tasks, but results.
Getting Results the Agile Way (AGS), Made Practical - End every AAR with one specific, time-bound next action
An AAR without a concrete next action produces insight without change.
After-Action Review: The US Army’s Tool for Continuous Learning - Review process goal execution separately from outcomes after each performance
Evaluate how well you executed your process goals independently of whether you won or lost.
Process Goals, Made Practical - Tony Robbins’ Rapid Planning Method (RPM), Made Practical
Tony Robbins’ Rapid Planning Method reframes planning around three questions: What do I want (Result), Why do I want it (Purpose), and What’s the most efficient path (Massive Action Plan). The "why before how" sequence is consistent with motivational research on purpose and implementation intentions. RPM is a practitioner framework rather than a formally studied protocol. - Process vs. Outcome Goals in Sport and Performance
Outcome goals (winning, achieving a score) set direction but are only partially within a performer’s control. Process goals (executing specific actions or maintaining specific focus) are fully controllable and directly drive the behaviors that produce outcomes. Sport psychology research indicates that process and performance goals produce better results under pressure than outcome goals alone — because they direct attention to what can actually be influenced in the moment.
Related concerns
- Define Result First
Before planning any action, write a single clear statement of the specific outcome you want.
Define the result before listing tasks
- Outcome Vs Process Evaluation
Evaluate how well you executed your process goals independently of whether you won or lost.
Review process goal execution separately from outcomes after each performance
- Process Goals Vs Outcome Goals
Outcome goals (winning, achieving a score) set direction but are only partially within a performer’s control. Process goals (executing specific actions or maintaining specific focus) are fully controllable and directly drive the behaviors that produce outcomes. Sport psychology research indicates that process and performance goals produce better results under pressure than outcome goals alone — because they direct attention to what can actually be influenced in the moment.
- How To Write Process Goals
Process goals must be both actionable (you can do them) and observable (you can confirm you did them).
Design process goals that are specific, observable, and within your control
- Outcome Performance Process Goals
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.
- Outcome Vs Process Goals
Outcome goals (winning, achieving a score) set direction but are only partially within a performer’s control. Process goals (executing specific actions or maintaining specific focus) are fully controllable and directly drive the behaviors that produce outcomes. Sport psychology research indicates that process and performance goals produce better results under pressure than outcome goals alone — because they direct attention to what can actually be influenced in the moment.
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