From grimoire
Defines, prioritizes, and creates actionable goal systems using SMART, WOOP, and Locke-Latham principles. Use for personal, professional, or organizational goal setting.
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Build a research-grounded goal framework that maximizes commitment, performance, and follow-through by combining SMART specificity, WOOP implementation intentions, and Locke-Latham commitment principles.
Build a research-grounded goal framework that maximizes commitment, performance, and follow-through by combining SMART specificity, WOOP implementation intentions, and Locke-Latham commitment principles.
Adopted by: Fortune 500 OKR systems (Google, Intel, LinkedIn), US Olympic Committee athlete goal programs, McKinsey performance management frameworks, NHS organizational development programs, Positive Education Schools Association (PESA).
Impact: Locke & Latham's meta-analysis of 400 studies found specific challenging goals outperformed "do your best" goals 90% of the time (effect size d=0.42-0.80); Oettingen's WOOP studies showed 2x follow-through vs. positive visualization alone in 20 RCTs; implementation intentions increased goal achievement by 28% (Gollwitzer & Sheeran, 2006, EJSP).
Why best: Combines three independently validated components — specificity and challenge (Locke-Latham), obstacle pre-mortem and coping planning (WOOP), and if-then execution triggers (implementation intentions) — producing higher goal achievement than any single component alone.
Sources: Locke, E.A. & Latham, G.P. (1990). A Theory of Goal Setting and Task Performance. Prentice Hall. Doran, G.T. (1981). Management Review, 70(11). Oettingen, G. (2014). Rethinking Positive Thinking. Penguin.
Identify the domain and life area — Begin with a values clarification: which domains matter most right now (career, relationships, health, creative, financial, learning)? Goals disconnected from values fail to sustain intrinsic motivation.
Generate raw goal candidates — Brainstorm freely without filtering. Produce 5-10 candidate goals. Don't evaluate during generation — capture the full range of what the person cares about.
Apply SMART criteria to each top goal — For each goal, test:
Set challenge level appropriately — Per Locke-Latham, the optimal challenge zone is 80-90% confidence of achievement. Too easy (100% certain) produces low effort; too hard (below 50% confidence) destroys self-efficacy. Calibrate.
Apply WOOP to each primary goal — Run the four-step mental contrasting process:
Write implementation intentions for key actions — Convert every major goal action into an if-then format: "When [situation/cue], I will [specific action] at [time/place]." Research shows this format activates automatic execution rather than relying on intention recall.
Establish a leading-indicator tracking system — Define 1-2 weekly process metrics (behaviors you control) alongside the lagging outcome metric (the final goal). Process metrics provide feedback before the outcome is reached.
Build in structured review cadence — Set weekly, monthly, and quarterly review appointments. Weekly: check process metrics. Monthly: assess trajectory and adjust tactics. Quarterly: review goal relevance and reprioritize.
Identify accountability structure — Determine whether the person works better with internal accountability (self-review log), social accountability (check-in partner), or formal accountability (coach, manager). Match to actual personality, not aspirational preference.
Design a goal completion celebration — Pre-define how the goal will be celebrated and acknowledged when achieved. Completion without acknowledgment trains the brain that goal-achievement is unrewarding, reducing motivation for future goal cycles.
npx claudepluginhub jeffreytse/grimoire --plugin grimoireTransforms vague intentions into specific, measurable, achievable, relevant, and time-bound goals for personal, team, or organisational planning.
Implements GPS (Goal, Plan, System) framework to define goals, build actionable plans, design execution systems, and diagnose progress breakdowns.