The Problem with “Realistic” Goals

The Problem with “Realistic” Goals

I believe it is important to set goals each year – both personal and professional.

Most people and many organizations often achieve much less than they are capable of achieving. They fall far short of achieving their full potential. They don’t stop to consider whether or not they could raise the bar on their performance. Even if they do set goals, they often fall back on a list of so called “realistic” goals.

Unfortunately the word “realistic” more often than not is a code word for “low” or “easily achievable.”  They are not so much realistic as they are easy – and can be achieved with minimal effort.


In most situations, when people take time to think about their goals and push themselves to do more, they often find that they can do considerably more than they originally thought they could. Once they have crossed that psychological chasm, they find that challenging goals are not only achievable but also more inspiring.

In this frame of mind, people enhance their performance and clearly produce better results.

In fact, goals really do need to be inspiring in order for people to buy-into them and feel compelled to achieve them.