Editing Goal setting (section)

=== Sub-goals or proximal goals ===
Goal setting theory generally, but not always, supports the use of sub-goals (also known as proximal goals) which are intermediate/stepping stone goals on the way to goals (also known as distal goals). Proximal goals work by providing immediate incentives to maintain current performance, whereas distal goals are too far removed to have the same effect. In complex problem-solving tasks, setting subgoals increased initial self-efficacy and attaining proximal goals increased self-efficacy, performance satisfaction, and task persistence.<ref name="ReferenceA">{{Cite journal|last1=Stock|first1=Jennifer|last2=Cervone|first2=Daniel|date=1990-10-01|title=Proximal goal-setting and self-regulatory processes|journal=Cognitive Therapy and Research|language=en|volume=14|issue=5|pages=483–498|doi=10.1007/BF01172969|s2cid=30258565|issn=1573-2819}}</ref> One of the ways to reduce self-defeating while accomplishing sub-goals is to make sure to have deadlines for each sub-goal. Setting these deadlines adds a factor of accountability and helps to check on ourselves. The main reason why we don't usually accomplish sub-goals is because we don't put a timeframe to them.<ref>{{Cite web|date=2020-01-11|title=What are Sub-Goals - How to Use Them for Your Advantage {{!}} BLEND|url=https://www.getblend.com/blog/goals-sub-goals/|access-date=2021-10-24|website=Localization Services by BLEND}}</ref>

While generally positive, setting too many sub-goals can have negative impacts such as reduced satisfaction (it's not an achievement to complete a goal that is too easy) and send the signal that managers do not have faith in employee ability to achieve challenging goals.<ref name="ReferenceA"/>