Chapter 16: Goal Setting Flashcards
Goal setting
the level of performance that a person expects to achieve in the future
level of aspiration
Self-fulfilling prophecy
if we think of failing, the probability of doing so increases
desirable to have an approximate relationship between hoped-for and actual performance
What are the characteristics of goal setting?
challenging goals lead to better performance than easy goals
specific goals lead to better performance than “do your best” goals or no goals at all
goal setting plus feedback is better than goal setting alone
participant involvement in goal setting leads to better performance
Outcome goals
focus on results
Performance goals
examine the end product of the performance, independent of the other performers
Process goals
focus on the specific behaviours exhibited through performance
How are the types goals relate to behaviour?
all play a role in behaviour change, but the key is knowing where to focus each goal
don’t want to focus all your attention on outcome goals, but use a combination of all three types of goals
outcome goals can facilitate short-term motivation but often lead to anxiety before and during competition
performance and process goals are more precise than outcome and less dependent on the behaviour of others
process goals are particularly useful in training
too much focus on a specific performance goal can create anxiety
What has research revealed about goal setting?
more experience athletes have with goal setting, the better they are at developing effective goal-setting strategies
athletes set goals to provide direction and help them stay focused
athletes using multiple goal strategies exhibit the best performance
individual differences must be considered
What practices should coaches follow in regards to goal setting?
virtually all coaches set goals for competition and practice as well as personal coaching-related goals
good deal of variability in coaches’ understanding of the principles of goal setting as well as in the frequency with which they used goals
Principles of goal setting
set specific goals - specific goals are more effective for producing behaviour change; specific vs general
set moderately difficult but realistic goals
set long and short-term goals - use goal staircases that link long and short-term goals
set performance, process, and outcomes goals - for every outcome goal, set several performance and process goals that will lead to a desired outcome
set mastery-approach vs performance-avoidance goals
set practice and competition goals
record goals
develop goal achievement strategies (but be flexible)
consider participants’ personalities and motivations
foster an individual’s goal commitment - encourage progress and providing consistent feedback
provide goal support - enlist support from significant others to make goal setting effective
provide evaluation of and feedback about goals - essential parts of facilitating behaviour change via goal setting
What is the SMART principle?
Specific, Measurable, Achievable, Rewarded, and Time limited
What are group goals?
the future state of affairs desired by enough members of a group to work toward its achievement
attaining specific standards of group proficiency, usually within a specific time
What are the principles for group goal setting?
establish long-term goals first
establish clear paths of short-term goals en route to the long-term goals
involves all members of the team in establishing team goals
monitor progress toward team goals
reward progress made toward team goals
foster collective team confidence or efficacy concerning team goals
What are some 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
failing to recognize individual differences
not providing goal follow-up and evaluation
