Set Career Goals That Work
- resume-advisers
- Sep 22
- 6 min read
When you think about your career, do you see a clear path forward or more of a winding road with surprises around each bend? For many of us, it’s a little of both. That’s where career goals come in. Setting them doesn’t mean locking yourself into a rigid plan; it’s about giving yourself direction, motivation, and a sense of purpose. Whether you’re just starting out or years into your career, setting and revisiting our career goals is essential for growth and job satisfaction.
What Is a Career Goal?
A career goal is a target you set for your professional life. Think of it as the destination you’re aiming for, even if the route changes along the way. Goals can be as big as becoming a CEO, as specific as earning a particular certification, or as personal as achieving better work-life balance. The point isn’t how ambitious or modest the goal is, it’s that it gives you a framework and confidence to move forward with the intention to achieve the type of professional success that’s important to you.
Exploring Possible Goals
Career goals don’t look the same for everyone. They depend on your interests, skills, industry, and personal circumstances. For example, you might want to:
Earn a promotion or move into a leadership role.
Transition into a new field or industry.
Expand your technical skills with certifications, upskilling, or reskilling.
Increase your earning potential and compensation.
Improve your professional network.
Balance career growth with family commitments.
Work toward entrepreneurship or self-employment, or…
Anything else that you prioritize for yourself!
Exploring possible goals starts with asking yourself what excites you, what you’re good at, and what you value most in a job. This self-reflection is crucial because a goal that looks impressive on paper but doesn’t align with who you are will be tough to stick with.
Understanding the Major Types of Goals
When it comes to career planning, goals tend to fall into a few key high-level categories. Having a balance across these areas helps you grow in your current role while preparing for future opportunities.
Performance Goals – These focus on excelling where you are right now. They can include exceeding performance targets, improving efficiency and productivity, or delivering stronger results in your daily responsibilities. Performance goals also include personal development, such as improving time management, communication, or work-life balance which are all qualities that will help make you more effective and satisfied in your role.
Skill Development Goals – These involve building or sharpening abilities that will serve you throughout your career. They can range from technical skills to interpersonal skills, like negotiation or public speaking. Leadership and mentoring fall into this category too, as learning how to guide, support, and inspire others is a skill that grows over time and becomes invaluable in almost any career path.
Professional Advancement Goals – These are about moving forward in your career, whether that means earning a promotion, pursuing a certification, going back to school, taking on more responsibility, or transitioning into a new role or industry. Advancement goals are long-term drivers that push you to continually expand your impact and influence.
Having a mix of these goal types keeps you balanced and focused on doing well where you are while also preparing for what comes next.
Matching Goals to Your Core Values
One mistake people often make is setting goals based solely on external factors like salary or status. While those can be valid motivators, they’re not sustainable if they don’t match your values. For instance, if you value flexibility and family time, a high-powered executive role that requires constant travel might not be the best fit even if it sounds impressive. Similarly, if you need to maintain a certain salary level, a highly flexible job that won’t meet your compensation needs, is probably not for you. To test whether a goal aligns with your values, ask yourself:
· Will I feel genuinely proud and fulfilled when I reach this goal?
· Does it fit with the kind of life I actually want to live day to day?
· Am I chasing this because I truly want it or because others expect it?
· Will this still matter to me five years from now or is it just a quick win?
· Does this align with the compensation I need to support my lifestyle and priorities?
· Will achieving it improve my overall happiness and well-being?
· Does it build on the strengths, skills, or passions I want to grow?
· Does this goal reflect what matters most to me, both at work and beyond it?
When your goals and values match up, you’re far more likely to stay motivated and satisfied because the work you’re doing feels meaningful, aligns with your bigger life vision, and gives you a sense of purpose that lasts beyond short-term achievements.
Looking at Short- and Long-Term Goals with SMART Thinking
Career goals come in two timeframes: short-term and long-term.
To make sure both short- and long-term goals are realistic, use the SMART framework:
Specific – Define exactly what you want to achieve.
Measurable – Set criteria to track your progress.
Achievable – Be realistic about what’s possible with your resources.
Relevant – Ensure the goal ties into your broader career vision.
Time-bound – Set a clear deadline to stay focused.
For example, instead of saying, “I want to improve my leadership skills,” you could set the SMART goal: “I will complete a leadership development course within six months and apply those skills by leading a team project at work.”
Measuring Progress and Being Flexible
Life has a way of throwing us curveballs like new responsibilities, industry changes, and even global events that shift how we work. That’s why flexibility matters. If a goal no longer makes sense, it’s okay to pivot. Flexibility doesn’t mean giving up, it means being adaptable while keeping your overall vision in sight.
Equally important is measuring progress. Track your progress by setting regular check-ins whether weekly, monthly, quarterly, or whatever milestones you feel work for you to monitor progress. Use tools like a journal, spreadsheet, or even a simple checklist to record what you’ve accomplished. Not only does this help you see how far you’ve come, but it also highlights where adjustments are needed and keeps you motivated with small wins along the way.
Understanding When to Update Goals
Career goals aren’t set in stone. They should evolve as you grow and as your circumstances change. Good times to revisit and update your goals include:
· When you’ve hit a big milestone and are ready for the next challenge.
· If your role, job responsibilities, or your company’s culture shift in a major way.
· When your values or priorities change like starting a family or pursuing new interests.
· If outside forces, such as new technology or industry trends, shake things up.
· When a goal you once cared about no longer excites or challenges you.
· If feedback from a mentor, manager, or colleague points you toward new growth areas.
· When setbacks or roadblocks shift your timeline and call for a new plan.
· During regular check-ins to make sure your goals still fit your bigger career vision.
Revising your goals shows adaptability, not failure and it keeps your efforts aligned with reality. It helps you stay on track as your career and priorities evolve.
Final Thoughts
Clear goals act as a roadmap, guiding your decisions and helping you prioritize what matters most. Your career doesn’t unfold by chance, it develops through the choices you make. Set goals, track your progress, and don’t be concerned about having to adjust along the way, every move matters. Identify your next steps and move with purpose, knowing each action brings you closer to where you want to be.
Photo by Silvan Arnet on Unsplash