How does one typically define performance goals?

Performance goals are typically defined through defined targets because this approach provides concrete criteria for measuring progress and success. When setting performance goals, individuals establish specific, quantifiable outcomes they aim to achieve within a certain timeframe. This clarity helps in developing focused strategies and actions to reach those goals, allowing for effective planning and execution.

Defined targets facilitate tracking progress, as they offer a clear benchmark against which performance can be assessed. This method emphasizes accountability and motivation, as individuals can see how far they’ve come and what is still required to achieve the desired results. By having well-defined goals, practitioners can also adjust their efforts based on measurable outcomes, enhancing their chances of success.

In contrast, alternatives such as relying on others' expectations, only aspirational visions, or emotional outputs may lack the specificity and clarity needed for actionable guidance and may lead to ambiguity in performance assessment.