Setting Goals¶

How to Create Goals That Actually Work

The Problem with Most Goals¶

Most goals fail because they:

Are vague ("get healthier")
Skip the thinking layer (jump straight to tasks)
Don't connect to identity or direction
Try to measure too much
Create pressure instead of clarity

This system solves these problems with the GSA Framework.

The GSA Framework¶

Every goal has three components:

flowchart TB
    subgraph gsa ["GSA STRUCTURE"]
        direction TB
        GOAL["<b>GOAL</b><br/>Clear end-state<br/><i>Describes reality, not effort</i>"]
        STRATEGY["<b>STRATEGY</b><br/>Principles & approaches<br/><i>Survives schedule changes</i>"]
        ACTIONS["<b>ACTIONS</b><br/>Scope of effort<br/><i>Kinds of work required</i>"]
    end

    GOAL --> STRATEGY --> ACTIONS
    ACTIONS --> OUTCOMES["<b>OUTCOMES</b><br/>2-5 concrete results<br/>with deadlines & KPIs"]

    style GOAL fill:#7c4dff,stroke:#5e35b1,color:#fff
    style STRATEGY fill:#536dfe,stroke:#3d5afe,color:#fff
    style ACTIONS fill:#448aff,stroke:#2979ff,color:#fff
    style OUTCOMES fill:#00bcd4,stroke:#00acc1,color:#fff
    style gsa fill:#ede7f6,stroke:#7c4dff

GOAL¶

A clear end-state written as if it already exists.

Rules: - Specific but not tactical - Describes reality, not effort - Can be recognized as true or false

Example

Bad: "Get better at investing"

Good: "I have automated systems generating consistent returns with managed risk."

STRATEGY¶

How you intend to approach the goal, at a high level.

Rules: - Describes principles and approaches - Does not list steps - Should survive schedule changes

Example

"Focus on systematic, rule-based approaches. Prioritize risk management over returns. Build incrementally, testing each component before adding complexity."

ACTIONS¶

The scope of effort (not the execution details).

Rules: - Identifies what kinds of things must happen - Creates boundaries around the goal - Becomes input to outcome design

Example

Build backtesting infrastructure
Develop and test trading strategies
Create risk management rules
Automate execution

Before You Create a Goal¶

Ask yourself:

Does this connect to my direction? If you can't explain how this goal serves your life direction, it might be arbitrary.
Is this the right season? Not every goal belongs in every season. Building goals don't fit recovery seasons.
Is this worth the cost? Every goal costs time, energy, and attention. What are you not doing to make room for this?
Would I choose this again today? If you inherited this goal from your past self, would you choose it now?

How Many Goals?¶

Fewer is better.

Most people have too many goals
Goals should not compete for the same energy
Depth beats breadth

A good rule: 1–2 active goals per pillar maximum. Many pillars may have zero goals in any given season.

From Goal to Outcomes¶

Once you have a GSA goal:

Identify 2–5 outcomes that would make the goal true
Give each outcome a soft deadline
Define 1–3 KPIs per outcome

Do not create work units yet. Let the outcomes sit for a day or two.

When to Retire a Goal¶

Goals should be retired when:

Direction changes
Identity evolves
The goal has served its purpose
The goal no longer feels meaningful

Retiring a goal is success, not failure.

Common Mistakes¶

Too vague: "Be healthier" → needs a concrete end state
Too tactical: Lists of tasks instead of a vision
No strategy: Jumping straight to action without thinking about approach
Too many: Diluting focus across too many goals
No connection: Goals that don't connect to direction or identity

Closing¶

A well-formed goal makes everything downstream easier.

Take time with the GSA framework. The clarity you create here protects your execution later.