Goals are good for setting a direction, but systems are best for making progress. Achieving a goal only changes your life for the moment. That’s the counterintuitive thing about improvement: We think we need to change our results, but the results are not the problem. What we really need to change are the systems that cause those results.
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We concentrate on the people who end up winning 🥇 —the survivors—and mistakenly assume that ambitious goals led to their success while overlooking all of the people who had the same objective but didn’t succeed.
The purpose of setting goals is to win the game. The purpose of building systems is to continue playing the game. It’s not about any single accomplishment, but about the cycle of endless refinement and continuous improvement. Ultimately, it is your commitment to the process that will determine your progress.
The implicit assumption behind any goal is this: “Once I reach my goal, then I’ll be happy.” The problem with a goals-first mentality is that you’re continually putting happiness off until the next milestone.
Is the act of selecting a target or objective you wish to achieve.
Goal setting is not only about choosing the rewards you want to enjoy, but also the costs you are willing to pay to achieve your goals.
Building these habits means focusing on the type of person you wish to become rather than the outcome you wish to achieve.
Your current behaviors are simply a reflection of your current identity. To change your behavior for good, you need to start believing new things about yourself.
OKRs take big lofty goals, segment them into objectives, and then tie each of those objectives to actionable Key Results.
The Objective is the point on the horizon that you want to get to, and the Key Results are the measures that confirm to you that you’re making progress.
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