Who Shall I Be Day (February 17th)

Quick facts
When is it?	Every February 17th
Tagged as:	Attitudes & Emotions Education Jobs & Professions Life & Living
What's the hashtag?	#WhoShallIBeDay
We first published this page on:	Jun 25th, 2024
We last updated this page:	Jan 20th, 2026

Contents

Who Shall I Be Day invites a pause from the usual rush and asks a deceptively simple question: who is a person becoming, on purpose?

It centers on self-reflection, future aspirations, and the practical steps that turn a vague wish into a direction. Instead of demanding a single “right” answer, the day creates space to explore identity, values, skills, and the kind of life someone wants to build.

At its best, this day treats personal growth like a living project. Plans can be revised. Priorities can shift. New information can change the route.

The point is not to have life perfectly figured out, but to look honestly at where things are heading and make small, doable choices that steer toward a better fit.

How to Celebrate Who Shall I Be Day

Reflective Journal Jamboree

Start with a notebook, a notes app, or even a few voice memos. The aim is to capture thoughts that usually stay unspoken. One useful method is to write in layers, beginning wide and then narrowing your focus.

The “future self” snapshot: Describe a full day in the life of the person you want to become. What happens in the morning? What kind of work, learning, or contribution fills the day? Who is nearby? What feels noticeably different from today?
Pride inventory: List moments that still bring satisfaction. These moments often point to core values, natural strengths, and conditions that bring out your best.
Energy audit: Create two short lists—what regularly drains energy and what consistently restores it. Patterns tend to surface once they are written down.
Values check: Choose a few non-negotiable values, such as creativity, stability, curiosity, service, independence, health, or family. Write a sentence or two about how daily life currently supports each one.

To keep journaling from turning into pressure, allow both “wild fantasies” and realistic plans. A far-fetched dream often contains a practical truth. Someone might not truly want life as a touring musician, but may deeply want creativity, expression, or community. Writing makes those underlying needs easier to see, name, and respect.

Vision Board Extravaganza

A vision board is more than a collage. When used with intention, it becomes a tool for focus. People tend to move toward what they notice often, so the board’s real purpose is to keep meaningful goals visible.

Gather magazines, printed images, sticky notes, markers, or digital visuals if a virtual board suits you better. Build it around categories that translate dreams into daily life.

Skills and learning: images or words tied to what you want to study, practice, or master
Work and contribution: themes like leadership, craftsmanship, caregiving, entrepreneurship, teamwork, or creativity
Lifestyle: routines, home atmosphere, nature, travel, simplicity, adventure, or calm
Relationships and community: the kinds of friendships, mentorships, and partnerships you want to nurture
Well-being: sleep, movement, mental health habits, boundaries, and rest

The strongest boards include a few specific prompts, not just beautiful visuals. Add short phrases like “Practice twice a week,” “Apply for three opportunities,” “Read one book a month,” or “Say no without guilt.” This blend of inspiration and instruction turns the board into a gentle guide rather than a decorative wish list.

Place it somewhere you will see often, or use it as a device background. The repetition matters. It trains the mind to return to what matters instead of postponing it for “someday.”

Goal-Setting Gala

Reflection turns into momentum more easily with the company. A goal-setting gathering can be intimate or lively, as long as the tone stays supportive rather than competitive.

Structure it like a relaxed workshop.

Each person shares one “Who shall I be?” theme. Examples include “a healthier person,” “a more patient parent,” “a confident speaker,” “a skilled craftsperson,” or “someone who handles money calmly.”
Everyone chooses one goal and sharpens it. Broad aims like “get fit” become clearer goals such as “walk twenty minutes three times a week” or “cook at home four nights weekly.”
Add one accountability step. This might be a shared reminder, a weekly check-in, or a short message asking, “Did you do the thing you planned?”
End with encouragement and practical support. Go beyond “You’ve got this.” Offer something concrete: a template, a class recommendation, interview practice, or help with logistics.

Snacks and drinks keep things light, but social reinforcement does the real work. People follow through more often when someone else knows their aim and when progress matters more than perfection.

Strengths Showcase

A future identity is not built on willpower alone. Strengths matter because they reduce friction. Doing more of what comes naturally and less of what constantly drains can change the entire experience of pursuing goals.

Explore strengths from several angles.

Enjoyment clues: Which activities make time disappear? Which topics spark curiosity without external pressure?
Competence clues: What do others ask you for help with? What tends to be easier for you to learn?
Character strengths: Traits like persistence, empathy, humor, fairness, courage, or organization matter as much as technical skill.
Condition strengths: Sometimes the strength lies in the environment. Some people thrive with structure; others shine with variety and fast change.

Next, connect strengths to goals. Social confidence can support paths built on connection, such as teaching, leadership, hospitality, networking, or community work.

Detail orientation fits well with planning, editing, research, finance, operations, or quality control. Patience and steadiness support caregiving, mentorship, training, and long-term projects.

Also note possible “strength traps.” Reliability can lead to overcommitment. Creativity can generate endless ideas without completion. Naming these patterns turns strengths into tools rather than hidden burdens.

Plan of Action

A plan is where dreams stop floating and start moving. The most effective plans are simple enough to use, yet detailed enough to guide action when motivation dips.

Break each goal into four parts.

The outcome: What does success look like in plain language?
The process: Which actions lead to that outcome?
The obstacles: What might realistically get in the way?
The supports: Which habits, systems, people, or resources make progress easier?

Turn the process into small steps with clear timing. Deadlines are not magic, but they create clarity. “Start learning” becomes “complete lesson one by Saturday.” “Get organized” becomes “sort one drawer after dinner on two weekdays.”

Include a “minimum version” for busy weeks. If the ideal plan includes five workouts, the minimum might be one walk and ten minutes of stretching. Minimum plans protect identity. Even during chaos, you can still say, “I’m the kind of person who shows up.”

Keep tracking simple. Use checkmarks, a short habit log, or a weekly note that answers three questions: what went well, what got in the way, and what the next small step is. That final question matters most. Becoming happens through repeated, manageable actions.

Who Shall I Be Day Timeline

1909

Frank Parsons and the Birth of Vocational Guidance

Frank Parsons’ posthumously published book “Choosing a Vocation” lays out a systematic, three-step method for matching personal traits to suitable careers, earning him recognition as the father of vocational guidance.[1]

1935

Cecil Alec Mace’s Early Goal-Setting Experiment

British psychologist Cecil Alec Mace published research showing that setting specific, challenging goals can improve performance, one of the earliest experimental demonstrations of goal-setting effects on motivation and behavior.[2]

1956

Anne Roe Publishes “The Psychology of Occupations”

Clinical psychologist Anne Roe’s book “The Psychology of Occupations” proposes that early experiences and personality influence occupational choices, helping establish modern career-development theory.[3]

1968

Edwin Locke Formulates Goal-Setting Theory

Edwin A. Locke publishes his seminal paper “Toward a Theory of Task Motivation and Incentives,” arguing that clear, specific, and difficult goals lead to higher performance, which becomes the foundation of goal-setting theory.[4]

1970

Donald Super Advances Life-Span Career Development

Donald Super’s work in the 1950s–1970s, summarized in texts like “The Psychology of Careers,” introduces the life-span, life-space theory, emphasizing that career choices evolve over stages as people’s self-concepts change.[5]

1990

Positive Psychology’s Roots in Strengths and Well-Being

1998

Martin Seligman Calls for a Science of Positive Psychology

In his 1998 American Psychological Association presidential address, Martin Seligman urges psychologists to build a science of positive human functioning, helping to mainstream research on goals, meaning, and personal potential.

History of Who Shall I Be Day

Who Shall I Be Day was developed as a prompt for personal reflection, encouraging people to think deliberately about their future aspirations and the choices that shape identity.

It highlights the idea that a fulfilling life often involves periodic self-checks: taking stock of current direction, revisiting priorities, and deciding what kind of person to grow into next.

While the day itself is presented as a modern observance, the practices it celebrates have deep roots in career guidance, educational advising, and psychology.

Long before “personal branding” and self-improvement apps, counselors and researchers were exploring how people choose paths that fit their abilities, interests, and values, and how intentional goal-setting can translate hopes into results.

One influence often discussed alongside the themes of this day is **Frank Parsons**, a key figure in early vocational guidance. His work emphasized that good decisions come from understanding three things: the individual, the world of work, and how to reason about the match between them.

That basic framework still shows up in many career planning exercises: identify strengths and interests, learn what options actually involve, then compare and choose with clear thinking rather than impulse.

Another influence connected to the day’s emphasis on goal-setting is the field of motivation research, including **Edwin Locke’s** contributions to goal-setting theory.

This line of thinking stresses that goals work best when they are clear and appropriately challenging, and when a person can track progress. The spirit of Who Shall I Be Day fits neatly with that approach: it is not only about imagining a future self, but also about defining steps that make the future self more likely.

The day also aligns with broader ideas in personal development and counseling, such as the value of self-awareness, the role of reflection in building confidence, and the importance of linking goals to intrinsic motivations.

People rarely sustain change for long if the goal is based only on external approval. Asking “Who shall I be?” nudges people toward goals that feel personally meaningful, such as being a more present friend, a more skilled professional, a healthier version of oneself, or a more curious lifelong learner.

In practice, Who Shall I Be Day functions as a reminder that identity is not fixed. People can assess strengths, weaknesses, and passions, then make informed decisions about next steps. It encourages a balanced kind of ambition: enough honesty to recognize what needs work, enough kindness to allow for growth, and enough planning to turn intentions into action.

Facts About Purpose, Choice, and the Search for Direction

This collection of facts explores how people make decisions about their future and sense of purpose. Research from psychology, education, and career studies shows that direction rarely appears by accident.

Ideas, goals, and self-reflection shape choices over time. These insights help explain why asking “Who shall I be?” remains a powerful and practical question.

Frank Parsons Helped Turn Career Choice into a Systematic Science

Often called the “father of vocational guidance” in the United States, Frank Parsons argued in his 1909 book “Choosing a Vocation” that good career decisions should be based on a systematic analysis of an individual’s abilities, the requirements of different occupations, and the logic connecting the two—an approach that helped move career choice from guesswork toward an evidence‑based counseling profession.
Goal-Setting Theory Shows That Specific Goals Can Boost Performance

Psychologist Edwin Locke’s goal-setting theory, developed from the late 1960s onward, found that people given specific, challenging goals—such as “increase performance by 20% in three months”—consistently outperformed those simply told to “do your best,” a result replicated across dozens of laboratory and field studies in areas like productivity, sales, and education.
Imagining “Possible Selves” Can Steer Real-Life Behavior

In a landmark 1986 paper, psychologists Hazel Markus and Paula Nurius introduced the concept of “possible selves”—mental images of who one might become, would like to become, or fears becoming—and showed that these future-oriented self-images help organize goals, guide choices, and energize behavior in the present.
Future Self-Continuity Influences Saving and Long-Term Choices

Research on “future self-continuity” suggests people who feel a strong sense of connection to their future selves are more likely to save money, avoid unethical behavior, and make healthier long-term decisions than those who perceive their future selves as almost like strangers.
Written Goals Are Linked to Higher Achievement Rates

Studies of professional and student populations have found that people who write down their goals, develop concrete action steps, and regularly review progress are significantly more likely to achieve those goals than peers who only think about them abstractly, highlighting the practical power of externalizing intentions.
Habits, Not Willpower Alone, Drive Lasting Personal Change

Behavioral research indicates that many successful long-term changes—such as exercising or eating more healthfully—are sustained not by constant willpower, but by forming context-dependent habits, with one study estimating it can take from about 18 to more than 200 days for a new behavior to become automatic, depending on its complexity and the person.
People Prefer “Fresh Start” Dates for Major Life Changes

Psychological studies on the “fresh start effect” show that people are more likely to set aspirational goals—such as starting a new diet, career search, or exercise routine—immediately after temporal landmarks like birthdays, New Year’s Day, or the start of a week, because these dates help them mentally separate a “new self” from past setbacks.

Who Shall I Be Day FAQs

How does regular self-reflection influence long-term well-being and life satisfaction?

Research in personality and positive psychology suggests that regular, structured self-reflection helps people align their daily behavior with their values and long-term goals, which is associated with higher life satisfaction and psychological well‑being; however, rumination (repetitive negative thinking without problem‑solving) can have the opposite effect, so experts recommend focusing reflection on learning, gratitude, and concrete next steps rather than dwelling on regrets.

What is the difference between daydreaming about the future and setting effective personal goals?

Daydreaming involves imagining an idealized future without specifying how to get there, while effective goal setting translates those wishes into clear, challenging, and attainable targets that include concrete plans and feedback; studies on goal-setting theory show that specific and difficult goals, when accepted by the person, lead to better performance than vague intentions such as “do your best.” [1]

Are written goals really more likely to be achieved than unwritten goals?

Evidence from organizational and educational research indicates that writing goals down tends to make them more specific, time‑bound, and trackable, which improves follow‑through; written goals also create an external memory cue and a basis for monitoring progress, both of which are linked to higher rates of goal attainment compared with goals that are only held in mind.

What makes a personal goal “realistic” from a psychological perspective?

Psychologists generally consider a goal realistic when it matches a person’s current skills and resources, while still being challenging, can be broken into manageable sub‑goals, and fits the person’s broader life context and constraints; unrealistic goals, by contrast, often ignore time limits, needed skills, or external barriers and are associated with frustration and disengagement when progress repeatedly fails.

How do people typically identify their strengths and interests when planning a future path?

Career counselors and psychologists often use structured tools such as interest inventories, strengths questionnaires, and values clarification exercises, along with guided reflection on past successes and enjoyable activities, to help people notice patterns in what energizes them and where they perform well; this combination of formal assessment and personal narrative tends to give a more accurate picture than relying on intuition alone.

Can reflecting on “who I want to be” backfire or increase anxiety?

Thinking about one’s future identity can increase anxiety if it focuses on rigid, perfectionistic standards, social comparison, or fears of failure, especially without a clear plan; experts suggest balancing ideal images of the future self with self‑compassion, flexible timelines, and multiple possible pathways so that reflection remains motivating rather than overwhelming.

How do career development experts recommend dealing with uncertainty about the future?

Modern career development approaches treat uncertainty as normal and encourage people to explore broadly, experiment through short‑term roles or projects, build transferable skills, and revise plans over time, rather than trying to choose a single perfect path once; frameworks such as “planned happenstance” emphasize staying curious, taking small, intentional actions, and using unexpected opportunities as information about what might be a good fit.