Goal setting

• Why use goal-setting?

  - Reduces social loafing

  - Improves team cohesion

  - Long-term goals: ultimate dream

  - Short-term goals: small steps established

  - Mid-term goals: want to achieve part way through
• Benefits of goal-setting

  - Develops confidence

  - Increases motivation

  - Reduced anxiety

  - Increased perseverance

  - Regulates and sustains efforts
• Outcome Goals

  Results/success based, judged in comparison to others

  eg. won 100m sprint so qualified for next round

  - increases motivation, cant always achieve it causing anxiety

  - no interest in how they achieved it

  - often affected by external factors such as weather
• Task-orientated goals

  Getting a better performance

  - not based on winning, concerned with technique

  - judged on their improvements in performance/technique

  - reduced anxiety as they don't worry about winning

  - maintains motivation from process goals
• Performance Goals


  Focuses on improving performance

  - judged on their own improvements in comparison to previous performance

  - realistic goals allows them to focus on aspect of performance they want to improve

  - reduces anxiety in competition an gives consistent motivation
• Process Goals

  Focuses on technique of the performer to help them reach their performance goals

  - improved technique=improved performance

  - most effective for maintaining motivation and minimising stress
• SMARTER targets

  Specific, Measurable, Achievable, Realistic, Time-bound, Evaluate, Re-do
• Goal setting had a +ve effect on performance. Generally, performers who set goals are more committed, maintain participation and are more task persistent.

  Benefits of setting goals:

  + giving performer aim/focus

  + increasing motivation once goal is achieved

  + increasing confidence levels

  + controlling arousal/anxiety levels

  + focusing efforts in training and game situations
• Task-orientated: goals do not seek to measure a person’s ability against others. The aim is to master a skill or improve on your own performance. The process is more important than the outcome e.g. to achieve a P.B. in a 10km race, regardless on position in race, goal can be achieved.
• Process goals: relatively short-term goals, set to improve technique
• Performance goals: intermediate goals often set against yourself to improve performance from last time
• Outcome (product) goals: long-term goals reached after extensive work. They are often set against others and are based on the outcome
• Principles of effective goal setting (SMARTER)

  S – specific: goal must be clear and exact. It should reflect performer’s playing position or event

  M – measurable: goal must be quantifiable so progressed can be assessed

  A – achievable: performer must be able to achieve their goal within the time frame set

  R – realistic: goal must be within performers reach from where they are now, to ensure sustained effort and motivation. If target set is insurmountable, it may cause distress/anxiety
• Principles of effective goal setting (SMARTER)

  T – time phased: a set period must be stated clearly in order for progress to be tracked and motivation sustained

  E – evaluate: coach + performer must gauge whether goal was achieved and the reasons for any progress made (+ve or -ve). The effective strategies can then be used when setting future goals

  R – re-do: performer should repeat their efforts for the goals that have not been met. Following evaluation, the coach + performer might decide to adjust the goal to ensure success.