Goals should guide us, but they should never control us. That’s one potential problem with goals. It is possible to go from goal-oriented to goal-obsessed. Rather than controlling our goals, our goals control us. When we become fixated, we risk paying too much to achieve a goal, or even lose sight of the reason behind the goal.

One benefit of goal-setting is what we become in the process, whether or not we achieve the goal. I would argue we often learn more from failed attempts than successes.

I believe goals can and sometimes should evolve. While I’m not an advocate of purposeless activity, I do believe, as the old saying goes, that luck favors momentum. I think it better to be in the ocean splashing around than sitting on the beach planning a swim.

Many of the best things that have happened in my life have evolved. I have always been goal-directed, but never goal obsessed. On the few instances where I wanted a goal too much, I found myself disheartened and bitter when I didn’t achieve it. Oddly, once I relaxed my grip on that type of goal, I often achieved it at a later—and better—time. And the goals I didn’t achieve I often found to be far less important than I had imagined.

Another problem with goals is that they really don’t motivate us. The purpose of the goal is what powers us; the motivation is in the reason for the goal.

I could give you a goal to earn a million dollars in the next 12 months and it would have little power in your life unless you had a compelling reason to do so.

If, however, you had a son or daughter who needed a life-saving medical procedure not covered by insurance that cost $1 million, you would suddenly and surely be motivated to achieve that goal.

We need to make sure that the reasons for setting a goal are sufficient to motivate us. Compelling reasons result in completed goals.

Can goals hinder performance?

Consider this: what happens if you achieve your goals for the year by June? What do you do for the rest of the year? There is something about the security of the achieved goal and human nature that causes us to relax a bit and lift off the gas pedal of achievement. In that funny way, goals can limit our achievement: we stop at goal achievement without achieving our true potential.

If we don’t set them high enough, we achieve them too easily and too soon. As a result we miss achieving more and learning more through the process.

Of course if you set a goal too high, you’ll be demoralized. When you realize your goal is unrealistic and unattainable, you’ll simply quit trying. The hardest part of goal setting is balancing stretch with attainability.

One way to avoid the let-down of goals realized too early or too easily is to simultaneously pursue your potential while going after your goals. Instead of just asking yourself how good you’ve become, ask yourself how good you could be.

And if you get audacious goals—goals you aren’t quite sure you’re capable of achieving—then include some short-term goals that will give you quick and consistent victories. These smaller goals will help you build momentum to go after the big, audacious ones.

Like any good tool used well, goals and goal-setting can enrich your personal and professional life. But the process isn’t perfect and the potential problems I’ve outlined can help you both avoid the downsides and make better use of how you effectively use goals in your life.