Creating Action Steps for Process Goals

An earlier version of this article appeared on this website in June, 2024

In a previous article I explained the difference between outcome goals and process goals. Simply put, outcome goals are the big-picture results you want to achieve. Process goals, on the other hand, are the small,meaningful steps you take along the way. They are the actions and behaviors that are within your control, and they’re where real change happen

Most effective process goals follow the SMART framework. That means that they are

✅ Specific

✅ Measurable,

✅ Achievable

✅ Relevant

✅ Time-bound

Process goals translate intention into action. They take an abstract desire, like “I want something different,” and turn it into something you can engage with intentionally, one step at a time.

So how do you actually get started?

As the Chinese philosopher Lao Tzu famously said, “The journey of a thousand miles begins with one step.” Think of each process goal as one of those steps. Small on its own, but when you place one after the other, you will go far.

Process Goals for Physicians

The template below is a simple and effective place to begin. Set a timer for 15, 30, or 60 minutes, and just start writing. Don’t worry about getting it perfect. By the time the timer goes off, you’ll have something concrete—and that’s far more useful than staying stuck in your head.

Getting Started with Process Goals

1. Get a Notebook:

An analog, hand-written journal tends to work best. It’s less likely to get lost in the noise of your digital life and instead becomes a physical place where your thinking can land.

 2. Define Your Outcome Goal:

Start with a clear sense of what you want to achieve, while staying open to the idea that this goal may evolve. Your outcome goal provides direction, but it doesn’t need to be fixed or final.

 3. Break It Down:

Identify the smallest and most specific actions that will move you closer to your goal. These should be concrete steps you can realistically incorporate into your daily or weekly routine.

 4. Make it SMART:

Refine your process goals so they are Specific, Measurable, Achievable, Relevant, and Time-bound. This keeps your goals grounded and helps you track progress without feeling overwhelmed or burdened.

 5. Monitor, Reflect, and Adjust:  

Review and update your notebook daily, or at least on a regular schedule. Check off completed process goals and reflect on what’s working. Adjust as needed, either to stay on course or to intentionally change direction.

6. Bonus Step:

Create outcome goals for different time horizons: weekly, monthly, one year, three years, and five years. Revisit these on a set day each week. These goals will often change, and that’s part of the process. Revisiting and revising will help you stay aligned with what matters most to you.

If this all seems a little theoretical, here’s an example of how this process might look.

Process Goals: A Practical Example

Outcome Goal: Find a New Job

Process Goals:

• Clarify your values.

• With those values in mind, identify 3–5 priorities that matter most in your ideal job.

• Write about the reasons those aspects of the job are most important.

• Now that you’ve defined you values and have clarity on what is most important to you, update your CV and LinkedIn profile to reflect your skills, experiences, interests, and values.

• Identify any new skills your desired role may require

• Create a plan to acquire those new skills.

  • Perhaps that’s attending a specialized training course, spending focused time with a mentor, or self-directed learning.

  • What are the specific steps you need to take to get this done?

• If you want or need to relocate for the new job, create a list of 3-5 places you’d like to live.

• Reach out to three colleagues who might offer insight, connections, or support.

• Research and attend relevant events in your specialty over the next 3-6 months to learn about opportunities and meet people who may be interested in working with you.

• Research potential medical practices or institutions that align with your values and professional goals.

  • Search for people who are decision makers within those organizations

  • Check LinkedIn for shared connections who could make an introduction.

  • Reach out to the connections you’ve identified with an email, message, or phone call, briefly filling them in on your situation and letting them know that you’re requesting an introduction.

  • If an introduction isn’t possible, draft a thoughtful email or message to the decision-maker in the group that you’ve identified.

• Prepare an authentic elevator pitch that reflects who you are and what you’re seeking.

• Anticipate interview questions and outline your responses.

• Practice for interviews with a friend or coach.

As you can see, each one of these is a manageable step. There’s no need to have everything figured out in advance.

Why Process Goals Matter

Focusing on process goals rather than outcome goals can be transformative.

When you take ownership of the actions within your control, you create momentum, reduce stress, and build a sustainable path forward. You move out of inertia and into engagement. And along the way, you may discover unexpected opportunities, insights, or directions you hadn’t anticipated.

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