From Ethereal Hunch to Purposeful Punch
Setting Well Formed Outcomes: A Foundation for Intentional Progress.
7 minute readAt the start of coaching, there’s often a swirl of thoughts. A quiet sense that something needs to change, but the shape of that change is still misty. A desire to move forward, yet uncertainty about what forward even means. In these early moments, one of the most valuable things we can do together is take the time to shape what you want into something clear, grounded, and doable.
This is where well formed outcomes come in.
What is a well formed outcome?
Originally rooted in the principles of NLP (Neuro-Linguistic Programming), the concept of a well formed outcome is beautifully practical. It transforms a hope or a vague goal into something tangible, trackable, and aligned.
As Sue Knight describes in NLP at Work, a well formed outcome is more than a wish. It is a goal constructed in such a way that you know exactly what it is, how you’ll recognise when it happens, and what steps you can take to begin making it real.
“Well-formed outcomes ensure that our goals are clear, motivating, and aligned with our values and identity.”
In their 2023 guide, In Good Company summarise the power of well formed outcomes as:
“dramatically increasing the likelihood of your client achieving their goal... Clients are able to focus on what they want and how they can do it, rather than problems and excuses."
At Your Roadmap Coaching & Consulting, we see this as the bedrock of meaningful progress. Getting clear on the destination makes it easier to decide which paths to take, and which to leave behind. Clarity and acceptance are preferred to perfection.
The 8 Step Framework
Here’s the framework I often use with clients to help shape a well formed outcome. You can try this for yourself before we speak.
1. What do you want?
Phrase this in positive terms. If you find yourself saying, "I don't want to feel so stressed at work," ask: what do you want instead? For example: "I want to feel confident and in control in key meetings." or "I want to walk away from challenging conversations with a sense of calm and clarity, knowing that I've been true to myself and respectful of others."
2. Is it achievable?
In reality, if something doesn't defy the basic laws of science then it's probably achievable. If someone has done it then there's a pretty good chance that you can too. So ask yourself, has anyone already done this? If not, what makes you believe you can? This is about tuning into possibility, not proving anything to anyone. It's ok - in fact often desirable - for this to feel unachievable at this stage. But is it possible?
3. How will you know when you've achieved it?
What evidence will you accept? This is often about creating vivid visualisation. What will you see happening? What will you hear yourself or others saying? How will it feel in your body when you've arrived? Can you even describe what achieving your goal will smell like?
4. Is this fully within your control?
We focus on outcomes that you can influence. For example, you can’t control whether someone gives you a promotion, but you can control how you prepare, present, and request that opportunity.
This is a complex area that needs deep exploration. An outcome may be well formed if you can't control whether it happens but you can control variables that you think will lead to it happening. It's a balance. Think about control > Influence > Accept. We want to be in the realm of control and influence.
5. Are the costs and consequences acceptable?
Think about the time, money, energy, the ripple effects on others. Does this outcome feel worth pursuing, given what it will require?
6. Do you have the support and resources you need?
Resources include skills, knowledge, time, support, and belief. If something is missing, what might help you access it?
7. Does this outcome align with your values?
Are you clear on what you value? Goals that clash with your values often create internal resistance. Take time to reflect: does this move honour what matters most to you?
8. If you could have it right now, would you take it?
This final question is a litmus test. If your answer is anything but a confident yes, there's more to uncover. Sometimes this question reveals hesitation that leads to an even better goal. Or maybe the answer is no. "No, I wouldn't just take it. I want to do the work, I want to have the learnings along the way". That's ok. This is just yes in an even more affirmative way. You want it and all that come with it. This is a great place to be.
A Real Example
Let’s imagine someone in a senior leadership role who says:
“I want to stop feeling like an imposter in executive meetings.”
That’s a powerful place to start, but it’s not yet well formed. Working through the questions, we might arrive at something like:
I want to feel confident and speak clearly in executive meetings.
I’ll know I’ve achieved this when I contribute to discussions without over-preparing or second-guessing myself afterwards.
I’ll hear myself ask questions and offer input with calm clarity.
I’ll feel composed, even under pressure.
There will be a bit of nerves, for sure - I will feel them and know this is important to me, this is exciting and challenging and where I want to be.
I have control over how I prepare and how I speak.
I believe this is achievable because I’ve done it before in other settings, at earlier points in my career, it's how I got here today.
It’s worth the effort because it’ll reduce stress and increase my impact, adding value to the business.
I already have support, a coach, a partner who believes in me, a great network of peers and techniques to manage anxiety. It aligns with my values of integrity and authenticity, showing up as I really am. If I could have it now, I’d say yes.
“The fog is lifted. You’ve shaped something to work towards, to track, to feel.”
We can think about the next steps to get there. What's the most obvious, achievable, next step, within control and without overwhelm?
Why This Matters in Coaching
When we define outcomes with this level of care, we open a path forward that is easier to walk. Coaching becomes less about fixing what's wrong and more about building toward what’s meaningful. This process gives us a reference point. We can measure progress, notice change, and adapt our approach as new insights arise.
This kind of work - clarifying where you want to get to, what that looks like, and how you’ll know you’re making progress - is exactly what we do together in our early sessions. It brings clarity to the conversation and helps us focus on what matters most to you.
Try It Yourself
Before we meet, take 15–20 minutes to walk through the 8 questions above with a goal or challenge that’s on your mind. You don’t need to get it perfect. This is a starting point. If you find yourself stuck or unsure, that’s a valuable insight too and we can pick it up together.
Let's Talk
If this approach resonates with you, and you're ready to bring some structure and momentum to your goals, let's talk. You can book a free call to explore how coaching could support your next step.
Your goals deserve more than just hope. They deserve to be well formed.
Steve Dagless
I am the Founder of Your Roadmap - Coaching & Consulting.
Life, work and business can be so simple. Let me help quieten the noise.
Helping leaders find
Balance - working in harmony with the world
Fulfilment - by doing what matters most
Process - to be at their best
Helping business deliver
Strategy - purposefully connecting with ‘why’
Operations - what, when and how; smoothly and simply
Roadmapping - alignment around a compelling visual
