What the Mind Can Conceive and Believe the Mind Can Achieve Goal Setting

Defining Goals and Types of Goals Goal (common definition): An objective standard, or aim of some action. Alfred Adler

Goals Can Be: Subjective Objective (more easily measured)

Types of Goals: Outcome goal _________________________ Process goal (task goal) ____________________________________________________ (Personal) Performance goal ________________________________________________________________________________________________________________________________________

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

Performance Goals in Behavior Change Performance goals are often 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.

Process Goals in Behavior Change Process goals have all the advantages of performance goals, but usually don’t come with the baggage... ________________________________________________________________________________________________

Areas in Which to Set Goals …in many areas, including individual, team, and psychological skills. Examples?

Why Goal Setting Works One explanation is that goals provide a structure that helps us make sense of our behavior. Goal-setting can: direct attention to the important elements of the skill, increase motivation & effort, increase persistence, and foster the development of new learning strategies.

Why Goal Setting Works Keys: _____________________________________________________________________________________________________________________________________________________________________

Principles of Goal Setting 1. Set 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._____ 2. Set difficult but realistic goals.

Principles of Goal Setting 3. Set long- and short-term goals. 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 Setting 5. Set practice and competition goals. 6. Record goals. “Ink it, don’t just think it.” 7. Be flexible and prepare to change goals as you go… 8. Consider participants’ personalities and motivations. consider factors such as achievement motivation (high vs low achievers), and goal orientation (task or ego orientation).

Adjusting Goals Downward

Principles of Goal Setting 9. Foster a person’s goal commitment. Always get the athlete’s or exerciser’s input when forming goals, and ask for explicit, “public” commitments 10. Provide goal support. Enlist support from significant others to make goal setting effective - create a great motivational climate. 11. Evaluate and give feedback about goals.

Forms of Goal Evaluation Evaluation Strategy Lose 10 pounds in 6 months Client informs fitness instructor of his or her weight weekly Improve concentration levels during practice Player gives Coach weekly report card, rating practice concentration on a 0 (low)-to-10 (high) scale; Coach rates player as well…

Common Problems in 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 or feedback Failing to set performance and process goals; too much focus on winning/outcome goals