The start of a new year provides a natural opportunity for reflection and planning. At work, we have likely set out some goals and objectives, and on a personal level we’ll have set out to make changes, improve habits or pursue professional or personal development. So, now we find ourselves more than 11% into 2025, how are we getting on with those?
Whilst goals and objectives can help us break down our aims into specific targets and actions, provide motivation and encourage commitment and accountability, they’re not always easy to stick to. This article looks at some of the pitfalls surrounding resolutions and targets, and suggests a different approach, which it’s not too late to consider.
First, are we being too SMART? Where our resolutions or targets focus on very clear and specific conclusions, we often find that we haven’t given ourselves much room for flexibility. For example, we may have set a resolution to wake early every day and go running before work, or to create a blog post every four weeks. After some initial successes, unexpected work deadlines get in our way, and where we haven’t achieved exactly what we set out to do, we feel guilty and self-critical. And when setbacks feel like failures, instead of adopting a more flexible schedule (running at different times of the day for example) we end up abandoning the resolution all together. In this all-or-nothing mindset, anything less than a complete success feels like a failure, and any progress we have made gets overshadowed.
Another factor which impacts the effectiveness of our goal setting is the source and motivation for those goals. Often they are driven from external expectations or pressures, and based on perceived inadequacies or the need to fix something (“I am not active enough” or “our competitors have more presence on social media than we do”). Where extrinsic motivation can be an effective driver of immediate, goal-oriented actions in the short term, it is less effective when it comes to sustaining long-term effort. Once the external reward is achieved, the motivation tends to fade.
Further, over-focus on external results, which don’t address our intrinsic motivation or purpose, can leave us feeling dissatisfied (“I have been running but I’m not feeling any different” or “I’m blogging, but so what?”).
And another pitfall to consider – the temptation to over-commit. With enthusiasm high, it’s easy to set overly ambitious goals or adopt a “new year, new me” mindset that leads to burnout. Workplaces often do the same, launching aggressive targets to capitalise on the new year’s momentum without factoring in sustainability. Can we do this, and for how long?
Enter the concept of sankalpa, a Sanskrit word meaning “intention” or “heartfelt resolve.” Unlike rigid objectives, a sankalpa is rooted in our sense of purpose. It is less about what we do and more about how and why we do it. For example, the resolution to run every day becomes, “I prioritise my health and well-being through regular activity”.
The target to create a blog post every 4 weeks becomes an intention to share meaningful, authentic content that inspires and connects with our audience.
This subtle yet powerful shift transforms our approach to work. Sankalpa based actions are infused with purpose, enabling individuals and organisations to move beyond task-oriented goals to create lasting, values-driven impact.
Using sankalpa enables us to feel connected with the bigger purpose of our work, which can enhance motivation. It also allows for flexibility, as we work towards achieving our intention. If I miss my run in the morning I can go later in the day and still be fulfilling my intention to prioritise my well-being. If my blog post isn’t ready within the original timescale but connects with its audience, I’m still creating impactful content.
Unlike targets or resolutions, the sankalpa is worded in the present-tense – “I am” rather than “I will”. This enables us to focus on embodying our goals in the present, fostering progress and growth from a place of authenticity and alignment with our values.
Setting intentions aligned with our values can transform how we approach professional tasks and organisational goals. It frees us from the pressure of perfection and empowers us to create meaningful impact with every action. The power lies not in what we will do, but in who we already are and continue to become.
We’d love to hear about the goals and intentions you’ve set for this year and the progress you have made so far.
Look out for our top tips on setting meaningful Objectives and Key Results, coming soon!
