WOOP Goal Setting: The Secrets Behind the Method and How to Apply It
So you've already tried different methods for establishing goals, but SMART goals just don't cut it for your needs? How about giving WOOP goal setting a try?
WOOP – Wish, Outcome, Obstacle, Plan is not just a catchy acronym; it's a method that respects the power of dreams but grounds them in the reality of action.
WOOP goals can help you switch to a more realistic goal-setting approach while letting you accurately identify potential external and internal obstacles in all processes.
By the end of this post, you'll:
- Fully grasp the WOOP methodology.
- Understand what makes WOOP so different and effective.
- Be able to successfully integrate it into your goal-setting routine or organizational strategy to achieve more realistic, attainable goals that take into account and help you overcome foreseeable obstacles.
🎯 What is the WOOP method of goal setting?
The WOOP method is a goal-setting and mental contrasting strategy developed by psychologist Gabriele Oettingen. WOOP stands for Wish, Outcome, Obstacle, and Plan, and it's designed to foster positive thinking about achieving goals while realistically addressing challenges that might impede progress.
Note that WOOP can be used for personal, educational, and professional goals alike, thanks to its versatility. Plus, it works well alongside other methods, such as MBO (Management by Objectives), especially in the planning and obstacle identification stages.
➡️ Learn more about other goal-setting methods you can use in HR and how to choose them via our goal-setting frameworks guide.
🧩 A breakdown of each WOOP component: Wish, Outcome, Obstacle, Plan
Let's take a closer look at what each WOOP component entails:
Wish
This is the starting point and represents your specific and meaningful goals or wishes.
Be clear and concise about what you want to achieve. It should be challenging yet attainable.
Example: "I wish to improve my paid marketing skills."
Outcome
Envision the positive outcomes and benefits associated with achieving your wish. Imagine how it would feel and its positive impact on your business.
Example: "One of my expectations would be improved work performance, more effective projects, and lower costs spent on outsourcing paid marketing efforts every time."
Obstacle
Identify and acknowledge the potential obstacles or challenges that might arise to achieve your goal.
This step requires honesty and awareness of what's happening within your team.
Example: "One potential obstacle could be a lack of resources or time due to the busy schedule, making it challenging to train and keep up with new changes in the space."
Plan
Develop a concrete and realistic plan for overcoming the identified obstacles.
Create if-then statements that outline specific actions you will take when faced with challenges.
Example: "If I find it difficult to make time to learn this new skill, then I will schedule one-hour time slots every morning right before deep work starts. Additionally, I will actively start a couple of test paid marketing projects and seek mentorship to help with this."
🕵️♀️ How is WOOP different from other goal setting strategies?
A key differentiator for WOOP is that it emphasizes internal obstacles (such as psychological, emotional, or habitual challenges) rather than external ones. WOOP recognizes the importance of considering and addressing internal barriers individuals may face in pursuing their goals.
WOOP also incorporates mental contrasting. This involves envisioning the positive outcomes of achieving a goal (Outcome) and considering and acknowledging the potential future obstacles (Obstacle). This combination of positive visualization and obstacle recognition is designed to create a more realistic and effective goal-setting process.
The Plan component of WOOP involves creating specific if-then statements, known as implementation intentions. These statements outline concrete actions to be taken in response to identified obstacles. This helps individuals pre-plan their responses to challenges, increasing the likelihood of overcoming them.
Perhaps the most interesting aspect is that it balances positive thinking about outcomes with realistic assessments of challenges.
By addressing positive and challenging aspects of goal pursuit, the WOOP technique aims to foster a more practical approach to goal setting than other methods like the SMART goal-setting framework or the OKR goal methodology.
➡️ Find out how to choose an employee goal-setting software and the best options on the market.
What is the difference between SMART goals and WOOP goals?
One of the most common techniques for setting goals is SMART goals. This approach focuses on establishing clear and specific goals that are measurable and can be achieved within a particular time frame. It emphasizes the importance of making goals realistic and relevant to one's overall objectives.
On the other hand, the WOOP method also emphasizes the importance of specificity and time-bound goals. Still, it adds an extra step for identifying potential obstacles and creating a plan to overcome them.
WOOP also encourages individuals to focus on their inner motivations and desires when setting goals.
🏆 What are the benefits of a WOOP model? The science behind WOOP
The effectiveness of the WOOP model can be explained through principles in cognitive science and psychology.
To begin with, WOOP incorporates the concept of mental contrasting, where individuals visualize positive outcomes and contrast these with potential obstacles. This process engages cognitive processes related to expectancy and reality testing, helping individuals form a more realistic and balanced view of their goals.
Positive visualization in the Outcome phase engages various cognitive processes related to emotion, motivation, and reward. When individuals vividly imagine the positive outcomes associated with goal achievement, it activates brain regions associated with motivation. This emotional engagement serves as a powerful motivator for action.
WOOP aligns with the psychological principles of self-regulation and goal pursuit. Encouraging individuals to identify and plan for obstacles taps into the cognitive processes involved in monitoring and adjusting behavior. This self-regulation guarantees your employees can maintain focus and overcome challenges as they pursue their goals.
Beyond this, the WOOP model involves mentally rehearsing the positive outcomes and the actions to overcome obstacles. This cognitive rehearsal can contribute to forming cognitive scripts or mental maps. These mental representations help individuals pre-visualize and prepare for the actions needed to achieve their goals.
🪜 What are the 4 steps of the WOOP process?
Each of the four WOOP components is linked to four steps you need to go through to correctly implement this goal setting strategy:
Wish
Start by identifying your ultimate goal or wish. What is it that you want to achieve? This could be anything from getting a job promotion to improving your health and fitness.
Outcome
Visualize how your life will look like once you've achieved your wish. How will your life be different? What benefits will you experience? This step helps to create a clear and motivating picture of the end result.
Obstacle
Identify potential obstacles or challenges that may prevent you from achieving that wish. These could be internal (such as self-doubt or lack of incentive) or external (such as time constraints or resource limitations).
Plan
Create a plan to help you overcome these obstacles and achieve your wish. This can involve breaking down a large goal into smaller, manageable steps, asking for support from others to speed up the process, or making it more enjoyable. Set a specific timeline and track your progress to stay on track.
💡 How do you write a WOOP goal? 4 Expert tips for managers
To get started, we're sharing our best tips for each stage of setting a WOOP goal.
We've also contacted Marisa Mercês, HR Manager & People Experience Consultant, who shared her own best tips for each stage:
Be specific and realistic about the 'Wish' you've picked
Your wish should be achievable and realistic for you. That means you have to consider your current abilities, resources, and limitations. Setting a wish that is too far-fetched or unrealistic will only lead to disappointment and frustration.
💡 Marisa's tip: "Your wish has to be inspiring but realistic, in that sweet spot between ambition and feasibility, where impactful goals reside. So, if it's too easy to achieve, it's not inspiring enough. If it's a big stretch that it would be achieved, then you've gone too far."
Encourage vivid visualization of the 'Outcome'
This takes time, but it can help you enhance your emotional connection. Set aside some time each day to visualize your desired outcome. The more you practice, the more vivid and emotionally connected your visualizations will become.
💡 Marisa's tip: "Visualize it. And imagine not only the achievement itself but how it will impact your life and/or the business."
Prompt honest reflection on 'Obstacles'
To foster self-awareness, when reflecting on obstacles, it's essential to ask yourself open-ended questions that require honest and thoughtful responses. Avoid yes or no questions and instead opt for deeper reflection by thinking of questions like "What's my biggest obstacle in achieving this goal?" or "How is this obstacle impacting my progress?"
💡 Marisa's tip: "The dreamland of all overthinkers, preparing for obstacles will help you plan for solutions upfront. So write down two to three possible things standing in the way of achieving your goal—occasionally, your disbelief in yourself may be one of them."
Guide detailed 'Plan' formulation
Focus on actionable steps and contingencies to use as a backup plan when things don't go as expected. Think about potential roadblocks or challenges that may come up and plan for each one.
💡 Marisa's tip: "When laying out your plan, consider layering in smaller steps. Don't forget to also take into account all resources and support that could be helpful. You don't have to do it alone."
➡️ Ready to align your employees with company goals? Here are 14 effective steps that will skyrocket performance. For more goal-setting tips, grab our guide on how to set goals for employees.
👀 5 WOOP goal-setting examples
Taking on new leadership responsibilities
Leadership is a skill that can be learned and developed through practice. By taking on new responsibilities, individuals can expand their leadership skills and gain valuable experience in decision-making, communication, problem-solving, and team management.
Example of how to achieve this goal using the WOOP framework:
😶🌫️ Wish: "I currently work in marketing but wish to start taking on new responsibilities outside of my current department."
🎯 Outcome: "The best possible outcome of trying out leadership responsibilities would be expanding my expertise and increasing my chances of scoring better roles in the future."
🚧 Obstacle: "The main hurdle is the fact that I'm already busy with my duties and there's already quite a lot of people in leadership roles on our company."
📔 Plan: "I'll talk to my managers from the sales team to see if they occasionally need help. I'll block out time to dedicate 3-5 hours every week for job shadowing."
Working on weaknesses
Recognizing and admitting your weaknesses requires a deep understanding of your own capabilities and areas for improvement. This self-awareness is a cornerstone of personal and professional growth, indicating that you are attuned to your strengths and committed to addressing your vulnerabilities.
Example of how to achieve this goal using the WOOP framework:
😶🌫️ Wish: "I want to spend more time on my professional development."
🎯 Outcome: "As a result, I'll be able to enhance my job performance and it'll also boost my confidence at work."
🚧 Obstacle: "I don't have a lot of free time at home to focus on learning more."
📔 Plan: "I'll take half a day every week to dedicate to learning new skills and applying them in my day-to-day duties. I'll also talk to a mentor to schedule regular calls for some extra knowledge."
Trying to build a stronger network
Building a robust professional network opens new opportunities and exposes you to diverse perspectives, ideas, and skill development. By learning from others and seeking mentorship within your network, you can acquire new skills and knowledge that can help you advance in your career.
Example of how to achieve this goal using the WOOP framework:
😶🌫️ Wish: "I want to have a strong professional network I can rely on."
🎯 Outcome: "I'll finally be able to better connect with my colleagues as well as other people in my industry."
🚧 Obstacle: "I'm scared to put myself out there as I've never done this before."
📔 Plan: "I'll attend our company-organized networking events, seminars, as well as social events like happy hours and farewells.."
Switching career directions
Making a career switch can be a scary and overwhelming process. Still, it's important to remember that it's never too late to change. With determination, hard work, and perseverance, you can achieve your career goals and find true happiness and fulfillment in your job.
Example of how to achieve this goal using the WOOP framework:
😶🌫️ Wish: "I currently work in accounting but would love to pursue a career in software development."
🎯 Outcome: "This will allow me to switch jobs and work remotely in the future."
🚧 Obstacle: "I don't have any formal training in the tech space and my time is limited."
📔 Plan: "I'll take a couple of online courses during the weekend and start working on small projects."
Giving better feedback
Already in a leadership position? Or maybe you just want to work better with your colleagues. Regardless, the feedback you provide will help individuals identify their strengths and weaknesses and work towards improving their performance. This means you'll help them find specific areas to focus on and learn how to set achievable goals.
Example of how to achieve this goal using the WOOP framework:
😶🌫️ Wish: "I want to be more open and detailed when giving continuous feedback."
🎯 Outcome: "This will turn me into a better manager, and I'll also be able to help my teammates grow."
🚧 Obstacle: "I haven't had good role models in the past, so I don't know how to share feedback constructively."
📔 Plan: "I'll talk to some of my peers in leadership roles who are good at this for tips and tricks they're using. I can also attend feedback training sessions to learn how to give feedback in an empathetic way."
➡️ Check out our list of 28 inspiring development goals examples for more inspiration for setting developmental goals.
➡️ WOOP goal setting made easy with Zavvy
Zavvy complements the WOOP methodology with a flexible goal management tool. Using it, you can identify obstacles, create actionable plans, and track progress to increase engagement and retention.
Zavvy's goal management software will help set, communicate, and track goals.
Additionally, you can choose Zavvy to:
- 📊 Run best-in-class performance reviews without scattered spreadsheets and overwhelmed people managers.
- 🔢 Keep track of the pulse of employee engagement and satisfaction
- 📈 Run 360° appraisals and give people the competency-based development paths they need to grow
- 💼 Run deep feedback processes to identify toxic leaders, high potentials, and everything in between.
- 🌟 Build your custom competency library and train people with a higher precision.
📅 Get a free Zavvy demo to see how you can set better goals for your team!