What the Mind Can Conceive

and Believe the Mind

Can Achieve

Goal Setting

DefiningGoals and

Types of Goals

Goal (common definition): An objective standard, or aim of some action.

• Alfred Adler

Goals Can Be:

Subjective

General statements of intent such as I will have fun or I will do my best.

Objective (more easily measured)Attaining a specific standard of proficiency on a task, usually in specified time.

Types of Goals:

(Personal) Performance goalFocus on achieving standards based on one’s previous performances, not on the outcome of others (e.g., increase field-goal percentage; move up in rankings).

Focus on achieving a victory in a competitive situation (e.g., beat someone).

Process goalFocus on the actions an individual must engage in during performance to execute or perform well…here-and-now

Outcome goal

Outcome goals can facilitate short-term motivation, but often lead to anxiety before and during competition.

Don’t focus all your attention on outcome goals!

Outcome Goals

Performance goals are more precise than outcome goals and less dependent on the behavior of others.

Too much focus on a specific performance goal (e.g., run a personal best) can create anxiety.

Performance Goals

in Behavior Change

Process goals have all the advantages of performance goals, but usually don’t come with the baggage...

STAY IN THE PROCESS

Process Goals in Behavior

Change

Areas in Which to Set GoalsAreas in Which Goals Can Be Set

…in many areas, including individual, team, and psychological skills.

Examples?

Why Goal Setting Works

direct attention to the important elements of the skill,

increase motivation & effort,

increase persistence, and

One explanation is that goals provide a structure that helps us make sense of our behavior. Goal-setting can:

foster the development of new learning strategies.

Why Goal Setting Works

Athletes who set performance (rather than just outcome) goals experience less anxiety and more confidence and satisfaction.

Key:

Principles of Goal SettingSet specific goals. - compared with general “do your best” goals, are most effective for producing change - “how much” & “how often”

GOAL: ______ Objective 1._____ (milestones) Objective 2._____

1.

2. Set difficult but realistic goals. Goals should be “moderately” difficult—hard enough to challenge, but realistic enough to achieve.

“Lower cholesterol from 290 to 200 within 6 months by…”

compared to: “Lower cholesterol”

Principles of Goal SettingSet long- and short-term goals.

Use goal staircases that link long- and short-term goals.

3.

4. Set performance and process goals, and outcome goals.

For every outcome goal, set several performance and process goals that will lead to the desired outcome.

Goal–Setting Staircase

Climbing the Mountain of Change

Principles of Goal SettingSet practice and competition goals. 5.

6. Record goals. “Ink it, don’t just think it.”

7. Be flexible and prepare to change goals as you go…injury example (next)

Consider participants’ personalities and motivations. When helping others set goals consider factors such as their achievement motivation (high vs low achievers), and task or ego orientation.

8.

Adjusting Goals Downward

Principles of Goal Setting9. Foster a person’s goal commitment.

Promote goal commitment by encouraging progress. Always get the athlete’s or exerciser’s input when forming goals, and ask for explicit, “public” commitments

Provide goal support. Enlist support from significant others to make goal setting effective - create a great motivational climate.

10.

Evaluate and give feedback about goals. - these are essential parts of facilitating change through goal setting.

11.

Forms of Goal Evaluation

Goal Evaluation Strategy

Lose 10 pounds in 6 months

Improve concentration levels during practice

Client informs fitness instructor of his or her weight weekly

Player gives Coach weekly report card, rating practice concentration on a 0 (low)-to-10 (high) scale; Coach rates player as well…

Common Problemsin Goal Setting

Convincing students, athletes, and exercisers to set goals

Failing to set specific goals

Setting too many goals too soon

Failing to adjust goals Not providing goal evaluation Failing to set performance and process goals; too much focus on winning/outcome goals