WOOP Goal Setting: The Secrets Behind the Method and How to Apply It

If you've experimented with various goal-setting techniques but found that SMART goals fall short of your needs, it might be time to consider the WOOP method.

WOOP—Wish, Outcome, Obstacle, Plan—is more than just a catchy acronym; it's a structured approach that embraces the power of ambition while anchoring it in actionable steps.

This method allows for a more practical approach to goal-setting by helping you clearly identify both internal and external obstacles that may arise throughout the process.

This guide will help you gain a comprehensive understanding of the WOOP methodology. You'll learn why WOOP stands out as an effective approach, and how to integrate WOOP into your goal-setting practices, enabling you to set more realistic, achievable goals that proactively address potential challenges.

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.

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.

Outcome

Envision the positive outcomes and benefits associated with achieving your wish. Imagine how it would feel, and its positive impact on your business.

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.

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.

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.

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.

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.

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?"

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.

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:

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:

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:

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:

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:

Set performance goals and help your team reach them with Deel Engage

Regardless of the goal-setting frameworks you choose, Deel Engage’s talent management suite can streamline goal setting and tracking by:

• Customizing the platform to fit the structure of your goal-setting frameworks
• Defining parent goals and sub-goals so that every individual and department stays accountable
• Assigning timeframes to each goal
• Customizing your feedback systems with competencies, culture, and goals
• Using goals to add more context to 1:1 meetings and performance reviews
• Managing all of the workforce’s goals from a centralized location

Additionally, Deel HR, our truly global HRIS solution, is always included for free

Book a demo today to see how our solutions will help you build a high-performance workforce.