The Science Behind Big Goals: A New Approach to Success

For Caroline Adams Miller, discovering the science of goal setting marked a turning point in both her personal and professional life. It was 2005, and as a master’s student in positive psychology at the University of Pennsylvania, she encountered ground breaking research by Edwin A. Locke and Gary P. Latham. Their 1990 goal-setting theory fundamentally linked well-defined objectives to improved task performance, offering a fresh perspective that reshaped her coaching approach.

“This was my lightbulb moment,” Adams Miller recalls. “I realized there was a whole science behind goals that most people had never been exposed to. It wasn’t just about SMART goals or the law of attraction—it was so much deeper.”

With over two decades of executive coaching experience for leaders at Citibank, McDonald’s, and other global firms, Adams Miller saw a recurring problem: even the brightest minds were struggling with effective goal setting. Now, through her latest book, Big Goals: The Science of Setting Them, Achieving Them, and Creating Your Best Life, she unveils BRIDGE, a framework designed to help anyone—and particularly business leaders—set and achieve meaningful objectives.

Moving Beyond “Zombie Goals”

At the heart of Adams Miller’s approach is the concept of replacing “zombie goal setting”—where vague or uninspiring objectives fail to drive action—with focused and actionable strategies. The BRIDGE methodology, which stands for Brainstorming, Relationships, Investments, Decisions, Grit, and Excellence, provides a structured pathway for achieving organizational and personal aspirations.

1. Start with the Right Questions

Effective brainstorming starts by identifying whether a goal is a learning or performance objective. According to Locke and Latham’s research, learning goals foster curiosity and innovation, while performance goals focus on measurable outcomes. Confusing the two can stifle progress.

Adams Miller emphasizes the importance of high-quality prompts during brainstorming sessions:

• “What’s new in our industry?”
• “How could we approach this problem with cutting-edge technologies?”
• “If we had limitless resources, what would our solution look like?”

2. Build Meaningful Relationships

Goal setting is rarely a solo effort. Adams Miller encourages leaders to evaluate their professional networks:

• “Who can support my vision?”
• “Which relationships should I distance myself from?”

These questions can break down silos and create accountability. Regular team check-ins, she suggests, ensure that everyone stays aligned and committed to their objectives.

3. Invest in Success

Underestimating the resources needed to achieve goals is a common pitfall. Leaders must budget time, money, and energy to empower their teams effectively.
“Have you allocated funds for training? Do employees have the tools to innovate? Are timelines realistic?” Adams Miller asks. Strategic investments make ambitious goals attainable.

4. Make Better Decisions by Eliminating Noise

Decisions often falter due to biases and inconsistencies. Drawing on psychologist Daniel Kahneman’s research, Adams Miller highlights the dangers of “noise” in decision-making—fluctuations in judgment caused by irrelevant factors like mood or context.
By standardizing processes and seeking diverse perspectives, leaders can ensure decisions are logical and objective.

5. Harness Good Grit

While perseverance is vital, not all grit is productive. Adams Miller warns against “stupid grit,” such as stubbornly pursuing failing strategies, and “selfie grit,” which prioritizes individual accolades over team success.
The best grit, she explains, combines humility, patience, and passion. It inspires teams to persist through challenges and embrace continuous improvement.

6. Set a Standard of Excellence

To achieve exceptional results, leaders must set clear, ambitious targets from the outset. Locke and Latham’s studies confirm that specific, challenging goals outperform vague aspirations like “doing your best.”
“This might feel like a wake-up call,” Adams Miller says. “But without a clear vision of excellence, employees can’t rise to the occasion.”

From Goals to Results

Adams Miller’s BRIDGE framework offers more than just theoretical insights—it’s a call to action for leaders and individuals looking to achieve transformative success. By embracing the science of goal setting and focusing on relationships, investments, and perseverance, businesses can replace outdated strategies with dynamic and results-driven practices.

Whether it’s pioneering new technologies, fostering innovation, or creating a culture of accountability, the key lies in setting goals that inspire action and deliver measurable outcomes. As Adams Miller puts it, “The right goals don’t just move you forward—they transform how you think, act, and lead.”