The difference between non-verifiable goals and verifiable goals are the time-scales under which we’re operating. Verifiable goals are goals that we can measure and accomplish during our lifetimes. 

Non-verifiable goals are also measurable, but are intended to not be achievable until well after our lives have ended. Reasonable people disagree on the practical definition of concepts like “mission”, “purpose”, and “task”, but here’s an illustration to make the concept of a non-verifiable goal less abstract.

Because non-verifiable goals, by definition, are goals we don’t expect to be around to see the fruits of, some interesting things happen when we set them.

One, we can dream bigger when we set non-verifiable goals because we aren’t constrained by needing or expecting to achieve the goal within our lifetime - we’re free to swing for the fences. Two, non-verifiable goals tend to be other-focused because by assuming we’ll be dead by the time they’re achieved, we’re less anticipatory of the way our achievement will make us feel personally - we’re free to think about results, ideas, or causes bigger than ourselves.

Finally, we tend to apply more discretionary effort and act more courageously in pursuit of a non-verifiable goal. If we expect to be long gone we don’t spend our days worrying about being recognized for our work. people and teams accomplish incredible things when nobody cares who gets the credit. When setting a non-verifiable we’re free to focus on doing the work, and making as much forward progress as we possibly can - we don’t care as much about who get’s the credit if we know we won’t be around for the victory party anyway.

It is a bit morbid to talk about non-verifiable goals - death is an uncomfortable topic - but we should set them for ourselves personally and for the enterprises we lead. Non-verifiable goals obviously don’t replace verifiable goals that operate on shorter time-scales, but they are important complements.

As an individual, setting non-verifiable goals - that are so big that I can’t even hope to accomplish them on my own or during my own lifetime - is transformational. In a sentence, pursuing a purpose makes life feel meaningful. This is consistent with what’s broadly reported (and accepted) on finding meaning and purpose in our lives, so I won’t argue the point further here.

In enterprises, non-verifiable goals are also transformational.

Non-verifiable goals that transcend products, services, profits, and promotion discussions provide a “north-star” that all stakeholders in an enterprise agree on and care about. Once that north-star is clearly articulated, it allows every stakeholder to make decisions more autonomously and with greater confidence because there’s alignment on the bigger purpose everyone is striving to achieve.

Non-verifiable goals which appeal to something bigger than the enterprise’s products, services, and profits also tend to be more motivating - because they are of greater consequence than simply making money and skew toward being other-focused. As a result, a company’s stakeholders give discretionary effort beyond the bare minimum needed to avoid getting fired. The increase in alignment and effort that comes with setting a non-verifiable goal tends to makes enterprises perform better and people feel better about their contribution.

A relevant question is, “how do I set a non-verifiable goal?” Practically speaking, non-verifiable goals still benefit from generally being SMART (maybe not as time-bound, though), but it helps to ask a different set of questions. When setting a non-verifiable goal for ourselves as individuals those questions might be something like:

• What’s a result I care about so much that I don’t care if I get credit for it, as long as it happens?

• What’s something important, that’s so big that I can’t possibility be more than one small part of it?

• What’s something important, but so difficult that not even the most powerful person in the world could achieve it on their own?

• What’s something that will take decades, if not a century or two to solve? Of those challenges, which ones have I already made sacrifices for without even knowing it?

• What’s something important enough to try contributing to, even though I’ll more than likely fail?

• What is so important that I’m committed to not just doing the world, but mentoring the next generation that follows?

For enterprises the questions might be along the lines of:

• What a societal measure (e.g., murder rate, obesity rate, suicide rate) that we want to positively impact when we do business?

• What’s an ideal or cause we have competence in that all our stakeholders - employees, owners, customers, and communities - care deeply about?

• What’s an important challenge that will take the consecutive efforts of several CEOs/Senior Management teams to make a dent in?

• Does this enterprise need to continue existing for the next 100 years? Why? What contribution do we need to make to justify our very existence?

• What’s something that our stakeholders a hundred years from now will be grateful we started working on today?

• What’s something important enough to stand firm on, even if it meant a bottom-line hit in the short-term?

One of my favorite white papers, The five keys to a successful Google team, was published by Google’s People Operations group in 2015. The first key, psychological safety, relates strongly to the process of setting non-verifiable goals. In the paper, the researchers describe psychological safety in the form of a question, “Can we take risks on this team without feeling insecure or embarrassed?”

In my experience, it’s impossible to even contemplate a non-verifiable goal without starting from a place of psychological safety. If we’re scared - whether it’s because of uncertainty about our next meal, or whether our boss will harass us, or if the people around us will twist our words into a weapon - we focus on the tasks immediately ahead of us to survive. Only once we feel secure in ourselves and our surroundings can we contemplate what is worth contributing to beyond the timescale of our lifetime.

For me personally, getting to that place of psychological safety took trimming luxuries to reach a more sustainable household budget and convincing myself it was okay to not get promoted as quickly as my MBA classmates. It took having children and being forced to find simple joys in moments that my 23 year-old self would find boring. It took coming to terms with the grief of losing my father and retraining my mind to measure success by my inner scorecard instead of by what I thought society defined as successful.

In an enterprise, maybe creating psychological safety starts with getting profitable or reducing enterprise complexity so every day is not a fire drill. Maybe it means holding managers responsible for developing their teams and demanding that they don’t suck. Maybe it means ensuring hiring and promotions decisions are made fairly and with integrity. Maybe it’s exiting some non-core markets or categories so the enterprise can focus on more than just keeping the lights on.

You know your enterprise better than me, but the point is consistent - start with psychological safety before attempting to set a non-verifiable goal.

Over the course of years, I’ve talked to others about how they view their purpose in hopes of better understanding my own. I’ve come to see my own purpose as two-fold: creating generations beyond me that act with love and integrity, and, helping America become a nation where people trust each other.

And no matter who I’ve talked to, their experience with finding and acting from a place of purpose is similar to my own: discovering and acting on a bigger purpose is life-giving, motivating, and grounding. It’s hard, time-consuming work but worth the effort many times over.