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It\u2019s officially 2023. You know what that means:<\/span> Yes, it\u2019s time to talk about New Year\u2019s resolutions.<\/p>\n<\/p>\n
Or, more specifically, about how and why they tend to fail, plus what you could do as a health and wellness professional to help clients make lasting, positive behavior change (note:<\/span> research consistently shows that less than half of resolution-makers stick to them).<\/p>\n<\/span><\/span><\/p>\nWhy New Year\u2019s Resolutions Typically Fail<\/h2>\n
There are three reasons why New Year\u2019s resolutions tend to fail:<\/p>\n
\n- Not ready for change: <\/span>One of the best-known approaches to change is the Transtheoretical Model. It organizes the process of behavior change into six stages: pre-contemplation, contemplation, preparation, action, maintenance, and termination. The arrival of January 1 often pressures clients into making resolutions, then jumping right into the action stage without giving enough thought or time to the contemplation stage, where they confirm their readiness and ability to change, nor the preparation stage, where they prepare a plan of action. Of course, you’ll find that some clients’ readiness to change coincides with the new year. But it\u2019s rare.<\/li>\n
- Inadequate planning:<\/span> What happens when clients jump into the “action” stage? They\u2019re unlikely to anticipate challenges and identify suitable solutions. For example, let\u2019s say your client wants to eat healthier and exercise more. What happens if their friends invite them out for dinner? What healthier dietary options would they order? Also, how would they adapt their workout routine to unplanned circumstances? Goal-setting research suggests that those who plan for potential obstacles and pitfalls are more likely to achieve their resolutions.<\/li>\n
- A lack of innate interest or value-based identification:<\/span> Common New Year\u2019s resolutions include losing weight, eating a healthier diet, exercising regularly, and quitting smoking. While there\u2019s nothing inherently wrong with these resolutions, the truth is that, sometimes, your client may be setting them based on what other people think they should do (e.g., \u201cmy partner thinks I should exercise more regularly, so I\u2019m doing it\u201d). In other words, they\u2019re not pursuing self-concordant goals. According to self-determination theory (SDT), this hurts your client\u2019s chances of sticking to their resolutions.<\/li>\n<\/ol>\n
What\u2019s the Difference Between New Year\u2019s Resolutions and Goals?<\/h2>\n
So, if New Year’s resolutions don’t help elicit lasting, positive behavior change in your clients, what’s the alternative? Answer: goals.<\/p>\n
The following could help you better visualize how the two differ:<\/p>\n
\n- Resolutions:<\/strong> Statements of intention. They\u2019re often vague, like \u201cI will lead a healthier lifestyle” or “I will get in shape.\u201d They\u2019re also often binary: I will do X, or I will not do Y.<\/li>\n
- Goals: <\/strong>Statements of commitment. Often involves a series of calculated steps designed to help the goal-setter achieve the desired outcome.<\/li>\n<\/ul>\n
When done correctly, goal setting is critical to success. Goals give your clients direction by focusing their attention on goal-relevant behavior\u2014and away from irrelevant distractions.<\/p>\n
Why the word “correctly”? Well, it’s worth noting that any goal can also share the same counterproductive features of resolutions (i.e., vague and unnecessarily binary), which is why you should encourage your clients to set SMART goals.<\/p>\n
How to Make Goals SMART<\/h2>\n
The SMART acronym stands for the following:<\/p>\n
\n- Specific:<\/span> Vague goals have limited motivational value. So, help your clients set clear, precise, and unambiguous goals whenever possible. For example, if your client wishes to \u201ceat better,\u201d you could prompt them to get more specific by asking them how they plan to do so (e.g., limit consumption of ultra-processed foods and added sugar). That said, don’t tell them what they should do. Instead, leverage the power of motivational interviewing. Let them lead the conversation so they discover an approach that’s most suitable for themselves.<\/li>\n
- Measurable:<\/span> Ideally, your client\u2019s goal should also be quantifiable. While \u201climit consumption of ultra-processed foods and added sugar\u201d is specific, it doesn\u2019t quite offer your client a way of measuring their progress toward their goal. A possible alternative would be, \u201cI will meal prep breakfast and lunch with minimally processed, nutrient-dense foods five days a week.\u201d<\/li>\n
- Attainable:<\/span> Do not mistake \u201cattainable\u201d for \u201ceasy.\u201d Indeed, overly complex goals that lie out of your client\u2019s ability level could become overwhelming and negatively impact morale and motivation. But surprisingly, the same also applies to easily achievable goals. Research shows that we are motivated by achievement\u2014and the anticipation of achievement. Thus, your client is more likely to be inspired to strive for a goal if they know it’s challenging yet believe it\u2019s within their abilities to accomplish (i.e., realistic).\u00a0\u00a0<\/li>\n
- Relevant:<\/span> Because self-concordant goals are more likely to be attained, try to have your client think about why they\u2019re setting a particular goal in the first place. You could help your client clarify their motivations by asking the following questions:<\/li>\n<\/ul>\n
o \u00a0 Why is this goal important to you?<\/p>\n
o \u00a0 How will your life be better?<\/p>\n
\n- Time-bound:<\/span> Where applicable, your client\u2019s goal should also be time-bound. Enforcing a deadline helps your client focus their efforts and develop a structured plan for achieving the goal and creates a sense of urgency that may be motivating. So, going back to our example of your client adopting healthier dietary habits, a specific, measurable, relevant, and time-bound goal can be “I will consistently meal prep breakfast and lunch with minimally processed, nutritious-dense foods five days a week within three months.\u201d<\/li>\n<\/ul>\n
Additional Tips on the Goal-Setting Process<\/h2>\n
Keep the following in mind as you guide your client through creating their SMART goal.<\/p>\n
Put a Positive Spin on Goals<\/h3>\n
Have your client reframe negative goals, such as, \u201cI want to stop eating so much fast food,\u201d into more positive terms, like, \u201cI want to nourish my body with the food it deserves and will change my diet to do so.\u201d<\/p>\n
With negative goals, the initial motivation often stems from a place of, well, negativity, for example, \u201cI want to stop eating so much fast food because I\u2019m dissatisfied with the way I look.\u201d<\/p>\n
These negative connotations may feed a vicious cycle of self-criticism and de-motivation.\u00a0<\/p>\n
Try Mental Contrasting<\/h3>\n
Mental contrasting is a visualization technique developed by Gabriele Oettingen, a motivation psychologist. It\u2019s been shown to deepen an individual\u2019s goal commitment, increasing their chances of attaining a goal.<\/p>\n
For example, a 2009 study aiming to assess the benefits of a physical activity intervention randomly assigned participants to two groups.<\/p>\n
While both groups underwent an information session, only group two learned the mental contrasting technique. After four months, researchers found that participants in group two (i.e., information + mental contrasting) were twice as physically active\u2014nearly one hour more weekly\u2014than those in group one (i.e., information only).<\/p>\n
So, how can you put mental contrasting into practice for your client? Think of the acronym WOOP:<\/p>\n
\n- Wish:<\/strong> Start with desire. Prompt your client to think about what they want to attain, then visualize it.<\/li>\n
- Outcome:<\/strong> Next, prompt your client to think about the ideal outcome of having their wish come true. How will they feel once their goal is accomplished? How will achieving the goal change their life? Encourage your client to pause to imagine what this desired future outcome would feel like; research shows that this leads to higher motivation levels.<\/li>\n
- Obstacles:<\/strong> Ask your client to reflect on the possible hurdles and difficulties they may face while striving toward their desired state. Encourage your client to focus on the internal aspects of the self that may hamper goal achievement instead of things beyond their control.<\/li>\n
- Planning:<\/span> Here, have your client make appropriate \u201cif-then\u201d plans in response to identified obstacles: If I encounter obstacle X, then I will respond with action Y. For example, if your client recognizes in themselves a tendency to make poor dietary choices in response to stress, they could plan to destress through exercise or practice mindful breathing.<\/li>\n<\/ul>\n
Create a Detailed Action Plan<\/h3>\n
Your client has a SMART goal\u2014now what?<\/p>\n
Well, it’s time to create an action plan: a detailed list of steps your client must take to achieve their goal. It may be worth having your client draft up a timeline to visualize key milestones to hit as they work toward a goal.<\/p>\n
This sets your client up for success in two ways:<\/p>\n
\n- Breaks the goal into smaller steps:<\/span> Without digging into complex neuroscience concepts, here\u2019s what you need to know about the relationship between the brain and motivation: Medial prefrontal cortex (MPFC) activation allows your client to think about what they need to do right this instance to achieve their goal. If the goal seems too distant or future-oriented, MPFC activation lowers significantly. This, in turn, increases the risk that your client would lose interest in pursuing their goal or lose the vision of what might be the best ways to achieve it. Therefore, having your client lay out the exact steps to follow from start to end keeps their MPFC activation\u2014and, thus, motivation\u2014high.<\/li>\n
- Allows them to anticipate obstacles:<\/strong> Creating a detailed timeline helps your client better identify and plan for potential obstacles and pitfalls (as previously mentioned, this increases the chances of successful goal attainment). This is especially crucial if your client hasn\u2019t practiced mental contrasting.<\/li>\n<\/ol>\n
Don\u2019t Forget to Carry Out Goals<\/h2>\n
You and your client have already done most of the heavy lifting at this stage. All that’s left is executing the action plan. And when it comes to that, the one tip you could give your client is this: Don\u2019t wait for the \u201cright time\u201d or for motivation to strike.<\/p>\n
Contrary to popular belief, motivation is often the result of taking action, not the cause of it.<\/p>\n
Simply getting started produces momentum. And, over time, this momentum can build and feed itself. If it makes things easier, you could explain to your client that \u201cmotivation\u201d operates much like Newton’s First Law: Objects in motion tend to stay in motion. So, once they’ve begun pursuing their goal, it is easier to continue moving forward.<\/p>\n
Provided that your client is okay with it, you could frequently check in with them and ask how they\u2019re progressing with their goal:<\/p>\n
\n- If they\u2019re progressing well:<\/span> Remind them to reward themselves (e.g., with a fun activity) whenever they achieve a significant milestone in their action plan. Note that rewards don\u2019t necessarily have to be quantifiable, either. Don\u2019t discount the power of positive self-talk (e.g., \u201cI did it!\u201d).<\/li>\n
- If they\u2019re having trouble:<\/strong> Encourage your client to take a step back and see what got in the way. Retrace the steps for goal setting. For example, is their goal realistic? If they set the goal too high, help them think of ways they could scale it back in a collaborative manner. Also, it\u2019s important to discourage your client from thinking in \u201call-or-nothing\u201d terms: Let them know they have not failed if they\u2019re struggling. Help them see the value of everything they\u2019ve achieved thus far and guide them into moving forward.\u00a0<\/li>\n<\/ul>\n
Takeaway<\/h2>\n
Very few individuals stick to their New Year’s resolutions for three primary reasons. They 1) are not ready for change, 2) fail to plan for challenges and obstacles, and 3) don\u2019t truly identify with set resolutions.<\/p>\n
This, in turn, explains why you should encourage your clients to set goals instead. When done correctly, goal setting addresses all the shortcomings associated with resolutions. Ideally, a goal should be SMART: specific, measurable, attainable, relevant, and time-bound. It should also be framed positively.<\/p>\n
Once you\u2019ve guided your client through the process of creating a SMART goal and detailed action plan, it’s crucial to put all that planning into good use. So, first, get them to take proactive steps in achieving their goals. Then, frequently check in with your clients on their progress (where appropriate).<\/p>\n
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