Performance Goals vs. Learning Goals
Why the Way You Define Progress Shapes the Way You Work
Most organizations run on performance goals—targets tied to results, metrics, and measurable outcomes. They define success as hitting a number, closing a deal, or finishing a project.
Performance goals matter. They give direction and create accountability. But when they dominate every conversation, something subtle but important gets lost: the process of learning that fuels performance in the first place.
The Learning Gap
When people focus only on what they must achieve, they tend to avoid risk. They repeat what worked before, seek approval over exploration, and often become less adaptive over time. By contrast, learning goals shift attention from what we achieve to how we grow while achieving it.
A learning goal might sound like:
- “Experiment with two new approaches to client feedback.”
- “Increase my ability to stay calm and curious in conflict.”
- “Learn how to delegate more effectively.”
Learning goals open up room for reflection, experimentation, and self-awareness—the very ingredients that make sustained performance possible.
In Practice
Try pairing every performance goal with a learning goal:
| Performance Goal | Learning Goal |
|---|---|
| Launch the new product by June | Learn how to coordinate faster across functions |
| Increase sales by 10% | Practice listening for customer needs instead of pitching |
| Reduce employee turnover | Build skill in holding open, developmental conversations |
The first column measures output.
The second builds capability.
When both are present, progress feels balanced and sustainable.
The Reframe
Performance goals drive results.
Learning goals build resilience.
When you set both, you move from chasing outcomes to creating conditions where progress becomes natural.
