Why do we set such lofty goals? Since we have lofty ambitions. Goal-setting, whether for individuals, teams, or organisations, is all about achieving something important. To return to the example of a New Year’s weight loss resolution, it is much easier to picture yourself losing 30 pounds than it is to imagine yourself losing just two. Imagine yourself 30 pounds lighter, and how much better you’ll feel. It’s not nearly as thrilling or life-changing to consider losing two pounds. We set lofty objectives because we want to reach that thrilling conclusion.

Setting a single major target, unfortunately, is a recipe for failure. Consider stretch goals, which are common among some managers and businesses. On the one hand, setting lofty goals seems to be a brilliant idea, giving everyone something to aspire for and a high standard to meet. However, several experts believe that these lofty objectives may have the opposite effect to what was expected. It’s difficult to focus on a single big, ambitious target. Only thinking about how unattainable it seems will derail anyone’s motivation.

Stretch goals may have much more serious ramifications than just demotivating team members. These objectives, particularly when they are monetary in nature, can lead to unethical behavior. For example, in order to meet stretch goal goals, mechanics at Sears overcharged and performed unnecessary work for customers a few decades ago. This is an extreme example, but the pressure of meeting a large target obviously forced the staff to do something immoral.

Why Do Small Objectives Work?

Breaking down lofty goals into smaller goals, it seems to me, is the solution to achieving lofty goals. They all add up to a major accomplishment, but they’re all doable and not daunting on their own. I did some research to see if small targets are safer, and I discovered many explanations why:

Time is of the essence. Aside from the demotivating impact of big targets, another significant explanation why smaller goals lead to better results may be a time constraint. Setting a shorter time limit on a goal leads to a quicker pace of work toward achieving the goal and, as a result, better results, according to goal setting and achievement research. You’ll naturally set shorter time limits with smaller, incremental goals than you would with a big, ambitious target.

The connection between dopamine and motivation. Dopamine is the neurotransmitter in our brains that is most closely linked to pleasure. When we eat sugar, for example, our dopamine levels rise, making us feel healthy. What’s the end result? We consume more sugar. Dopamine is produced when we reach goals, according to research, and the more often that happens, the more likely we are to keep achieving in order to get that good feeling again. You get a lot of dopamine rushes when you achieve small goals, which motivates you to achieve the next one and the next. When you have a big target, you have to keep working even if you don’t get the chemical boost.

The influence of change. Tiny victories and steady success make goals more attainable. Researchers discovered that making progress on something positive is the most significant motivating factor for information workers in a survey. The researchers call it the progress principle, and the more often that workers experienced progress, no matter how small, the more motivated they were to continue and the more productive gains they made. You may make highly encouraging progress toward a larger target by setting small incremental goals.

Specific objectives yield performance

You have likely heard of SMART goals, goals that are specific, measurable, achievable, realistic, and time stamped. While not everyone agrees with SMART targets, the first letter certainly holds water. Going back to one of the earliest researchers in goal setting theory, Edwin Locke, found that goals are more likely to be achieved when they have clarity, or are specific. Think of the big goals, and how vague they are, like we will improve the quality of customer service by the end of the year. Since it isn’t unique, it’s almost impossible to achieve. Smaller, specific goals that tell team members exactly what to achieve in each step, are much more likely to be met. Smaller goals are much more conducive to specificity than large goals.

Start with a Big Goal and Break it Down. All of this argument for small goals and against big goals is not to say that you should not dream of something ambitious and then work toward it. We can all achieve big goals, but I think the secret is to start big and to then break that big goal down into smaller pieces. Create small, incremental, specific goals that you can achieve while making stepwise progress in the direction of a bigger goal.

Also important is being committed to a big goal over the long haul. According to researchers, a practice called mental contrasting can help you make a commitment to attaining a big goal. Mental contrasting means imagining the big, future goal you hope to achieve and contrasting it with your current reality and all the impediments that stand in your way of getting there. Researchers found that doing this helps people see how feasible a big goal really is and helps them make a stronger commitment to achieving it.

When you dream of a big goal for your future or for your team at work, put it into action by creating and implementing smaller goals. Practice mental contrasting to make the commitment to success. With each step and each win, and even through the setbacks, you can make progress toward the achievement of that ambitious goal.