Types of Goals Flashcards
Types of goals from Simone's lecture and then defined by ChatGPT
What are higher order (abstract) goals?
Broad, general goals that provide a sense of purpose or direction (e.g., “Becoming a great leader”). They are long-term and influence motivation over time.
What are lower order (specific) goals?
Concrete, detailed, and actionable goals (e.g., “Improve my presentation skills by attending a workshop”). They break down higher-order goals into achievable steps.
What are outcome goals?
Goals focused on the end result (e.g., “Win the promotion”). Often influenced by external factors like competition or circumstances.
What are process goals?
Goals that emphasise actions and strategies needed to reach a goal (e.g., “Practise public speaking for 30 minutes each day”). More controllable than outcome goals.
What are approach goals?
Goals framed around achieving a positive outcome (e.g., “Develop strong networking skills to advance my career”). Associated with motivation and high performance.
What are avoidance goals?
Goals focused on preventing negative outcomes (e.g., “Make sure I don’t stumble during my presentation”). Can lead to anxiety and lower performance.
What are distal goals?
Long-term goals that require sustained effort (e.g., “Become a recognised expert in my field within 10 years”). Need to be broken down into smaller steps.
What are proximal goals?
Short-term, immediate goals that contribute to distal goals (e.g., “Read one research article per week on leadership development”). Help maintain motivation.
What are performance goals?
Goals focused on achieving a specific standard (e.g., “Score 90% on my certification exam”). Often used for benchmarking success.
What are learning (mastery) goals?
Goals centred on skill development and competence (e.g., “Understand the principles of coaching psychology”). Encourage growth and long-term development.
What are conflicting and complementary goals?
• Conflicting: Goals that compete for time and resources (e.g., “Increase work productivity” vs. “Spend more time with family”).
• Complementary: Goals that support each other (e.g., “Improve communication skills” and “Enhance leadership presence”).
What are concordant goals?
Goals aligned with personal values and identity (e.g., “Use my leadership skills to mentor young professionals”). Strongly linked to intrinsic motivation.
What are controlled goals?
Goals driven by external pressure, expectations, or obligations (e.g., “Get promoted because my family expects it”). Can cause stress and lower engagement.
What are autonomous goals?
Goals freely chosen and personally meaningful (e.g., “Start my own coaching practice because I love helping people grow”). Linked to greater motivation and well-being.
What are intrinsic goals?
Goals pursued for their inherent satisfaction and enjoyment (e.g., “Learn a new language because I enjoy the process”). Lead to long-term persistence and fulfilment.
What are identified goals?
Goals a person recognises as valuable, even if not inherently enjoyable (e.g., “Complete my degree because I value education”). More internalised than external goals.
What are introjected goals?
Goals driven by internal pressure, guilt, or obligation (e.g., “Work extra hours because I’ll feel guilty if I don’t”). Less satisfying than intrinsic goals.
What are external goals?
Goals pursued primarily for external rewards or social approval (e.g., “Achieve top sales to win a bonus”). Can be motivating but often less fulfilling.
What are promotional goals?
Goals focused on achieving positive gains and aspirations (e.g., “Expand my professional network to create new opportunities”). Linked to an optimistic mindset.
What are prevention goals?
Goals focused on avoiding losses or maintaining stability (e.g., “Ensure I don’t miss any deadlines to protect my reputation”). Often linked to risk-averse behaviours.
