The Good Life: Goals, Pathways, Strategies

Goal of this intervention: After the Good Life Survey (on the Zone Positive website) is taken and scores are retrieved, you may be wondering what you can do to lift your scores across any or all of the pathways (positive emotion, engagement, meaning/purpose and positive relationships). This exercise aims to prompt thoughts around what actions can be taken (and which of your strengths will be utilized).

How to conduct this intervention:

Step 1: Go to the Zone Positive website ( and register as a guest to access the survey. Once this is done, go to the top navigation bar under Free Resources then click the Good Life Survey.

Step 2: After you have taken the survey, you will receive your scores and an explanation of the results

Step 3: With your results in hand, use the worksheet down below. Start filling in the information starting with your goal(s), your score for each pathway (positive emotion etc.), your action plan for each pathway and finally, the strengths you believe you will be using.

Some thoughts to ponder – as you complete the worksheet

  • What does the good life mean for you?
  • What circumstances or conditions would have to exist for you to reach this state?
  • Any surprises with the scores that you received from the Good Life Survey?
  • For the discussion on goals, you can ask broad questions such as “what are your goals in life”, “what are your career goals for the next year” or, “are you looking for more meaning or positive emotion in your life”
  • Which pathways might you want to focus on (i.e. raise the scores) in order to get closer to your goal(s)?
  • What are some ideas or actions you might take to make this happen (for example, using gratitude to raise positive emotion)?
  • Which strengths do you think you will use in taking these actions
  • Is this a good action plan for you—one that you can commit to?

Is there any science to support this exercise:

Much has been studied and written about the subject of goal setting. Edwin Locke and Gary Latham are two acknowledged experts in this field. Locke uses the goal setting theory to help explain the underlying cause of human motivation. In his article (1996), the outcome of 30 years of research on goal setting has been distilled into 14 key findings that show the connection between conscious performance goals and performance on work tasks. Performance is shown to relate to a number of interrelated factors that appear to operate in a step-like function. Level of commitment to a challenging and specific goal is the starting point; self-efficacy and the perceived importance of the goal are further enablers. Feedback, interpretation of past experience, course of direction and effort required are all forms of information collected and used as reinforcement throughout the goal process. With mastery of these steps, the goal setting process can become “virtually automatic”. In the last set of findings, Locke shows how goals can help mediate the effects of several personality traits and incentives on performance, how goal setting is a trainable function and can also serve as a standard for self satisfaction.

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