Goal setting

Annotations:

• Goal-setting is important for all people, not only those directly involved in sport and physical activities. Goals need to be agreed, which involves discussions between athletes and coaches, between team members, and between sports psychologists and performers.

1. Why? benefits?
   1. Allows the performer to plan training and performance programmes.
   2. Motivates the performer.
   3. Helps the performer reduce anxiety and control arousal.
   4. Builds self-confidence and increases effectiveness.
2. Goal setting structure - SMARTER principle
   1. Agreed – goals should be discussed and agreed with others.
   2. Realistic – goals must be genuine and not beyond the scope of the performer
   3. time bound- Setting times within which goals should be achieved is sensible, but should not be inflexible.
   4. Exciting – goals need to provide the performer with a stimulus to progress and achieve
   5. Recorded – by recording their goals and creating a pathway for development
   6. Measurable – goals need to be assessed through formal processes;
   7. Specific – goals should be clear and concise.
3. Types of Goals
   1. subjective goals – general statements of intent that are not stated in measurable terms, such as ‘I want to play well’
   2. objective goals – statements that focus on attaining a specific standard of proficiency, usually within a specified time.
4. Types of Goals
   1. Outcome goals – are concerned with an end product and are conditioned by specific successes
   2. Performance goals – relate directly to the achievement of a performance outcome
   3. Process goals – are centred on the technical elements that underpin a performance as a focus for development.
   4. Short-term goals – the building blocks or stepping stones that need to be achieved consistently, leading to the successful realisation of long-term goal(s).
   5. Long-term goals – have a larger objective and can only be achieved over time through the use and completion of short-term objectives.
5. three basic strategies for goal-setting:
   1. planning and preparation – agree set goals through discussion and analysis
   2. education and acquisition – in order to research the most effective ways to set your goals
   3. implementation and follow-up – record the goals and time frame, and set in motion a process of evaluation and review.
6. factors will influence a performer’s success in achieving their goals.
   1. The goals you set are unrealistic and unmanageable.
   2. You set too many goals, and conflict occurs
   3. The goals set are beyond your control.
   4. The review and evaluation process is ad hoc, and not related to the overall goal-setting process.
   5. Outcome goals have overtaken performance and process goals.