goal setting Flashcards
what is a goal?
- object or aim of an action
what are the two types of goals?
- objective and subjective
what is a objective goal?
- attaining a specific standard of proficiency on a task, usually within a specified time limit
what is a subjective goal?
- general statement of intent
what is the difference between learning goals and performance goals?
- learning goals focus on processes, strategies and procedures
- performance goals focus on achieving specific tasks that allow one to meet standards of proficiency on already learned tasks
what are the three types of goals?
- outcome, performance and process
what are outcome goals?
- focus on outcomes/ competitive results of a particular event
what are outcome goals oriented to and based on? give an example
- product orientated
- based on social comparisons
e.g. want to win a league
what are the strengths of outcome goals?
- facilitate movement away from competition; during practice e.g. hard gym session
- aid in completing unenjoyable activities due to motivation
what are the limitations of outcome goals?
- often uncontrollable; compare yourself to others; big teams
- increases anxiety and negative thoughts; distract/ increase irrelevant thoughts during comp
what are performance goals? give an example
- specify end products of performance; intrinsic form that can be achieved independently of others
- e.g. patient completing 2 more unassisted steps by end of week
what are process goals? give an example
- specify behaviours/actions in which the performer will engage in during performance to improve form, technique and strategy
- e.g. staying focused, maintaining power
what are the strengths of performance and process goals?
- more controllable as less dependable on opponents
what are the limitations of performance and process goals?
- can lead to overthinking and anxiety
- difficult to prioritise them; many things to process at same time
what is the direct mechanistic view?
- goals influence performance in four direct ways
what are the four ways of direct mechanistic view?
- direct attention to important elements of skill performed
- mobilise efforts; nothing distracts
-prolong persistence e.g., set a subgoal - foster development of new learning strategies
what is the indirect thought- process view?
- performance influenced by goals leading to changes in psychological factors
what are the psychological factors of the indirect thought process view?
- lowered anxiety as goal broken down
- greater confidence
- improved self- regulation
- being better at coping with failure
what do goals help athletes with?
- provides direction and keeps them focused on task at hand
what does effectiveness of goal setting depend on?
- interaction between individuals and the situation in which they are placed
what must the goal setting process be?
- flexible
what are the SMART principles?
- specific
- measurable
- achievable
- realistic
- timely
what does specific mean?
- person understands what is needed to reach the end goal so should be well defined, clear, concise and unambiguous
what does measurable mean?
- criteria to determine goal achievement and measure progress towards the goal
what does achievable mean?
- goals should be attainable; not impossible to achieve
- if goal is too easy then you won’t be motivated or challenged
what does realistic mean?
- goals need to be worthwhile and match in with efforts/ needs
- is it the right time to work towards this goal?
what does timely mean?
- clearly defined timeline with start date and target date in order to create urgency
describe the principle of setting specific goals- with an example
- focused and easy to understand
- individual knows exactly what they’re trying to achieve so it is easier to see whether achieved/ how close
e.g. running a 5km race fast vs running 5km race at 7.30min split
describe set moderately difficult but realistic goals
- too easy= little value if not much effort needed and boredom
- too hard= frustration, reduced confidence, poor performance (challenged)
describe setting short and long term goals
- short term help maintain focus and progress
- makes the long term goals achievable
- long term goals provide direction
describe the principle of set performance, process and outcome goals
- used in balance to cover all bases
how many motivation orientation goals are there?
- 4 types
- mastery approach, mastery avoidance, performance approach and performance avoidance
give an example of mastery approach and mastery avoidance
- mastery approach e.g. improve my time in park
-don’t finish the park run slower than last time
give an example of performance approach and performance avoidance
- performance approach e.g. finish in top 10 of park run
- performance avoidance e.g. don’t finish in the bottom half of the field
describe the principle of set practice and competition goals
- lots of time spent practicing so important to set goals in practice
- most successful athletes set more practice goals
describe the principle of recording goals
-display goals where easily seen e.g. index cards, phone app
- record goals and progress
describe the principle of developing goal achievement strategies
- specific mini goals e.g. goal is lowering golf handicap by 3 shots
- strategy= chipping a bucket of golf balls onto a practice green three times a week
describe the principle of considering participants’ personalities and motivations
- importance in implementing most effective goal setting as these factors influence type of goals
- high achievers readily seek challenging but realistic goals
- low achievers adopt either very easy or very difficult goals
describe the principle of fostering individual’s goal commitment
- coaches should encourage progress and provide feedback
- make pts get involved in goal process via their input to ensure ownership
describe the principle of goal support
- support beyond coaches such as peers, family reviewing goals, asking about progress, emphasising with struggles and encourage persistence
describe the principle of evaluation and feedback
- initiated at the start and continually implemented throughout the programme
- important to provide specific feedback
what are the problems with these 12 principles in improving goal setting?
- people do not often adhere to the principles
- can be easier said than done
- can encounter problems; be on lookout for them to prevent them becoming bigger/ repeating
why do people fail to set specific goals?
- sometimes too generic e.g. want to get fitter
- other times halfway set e.g. write 500 words of an essay
- need to include numerical goals
when is setting unrealistic goals common?
- when people have limited experience of how long things may take
- often prevalent in overly optimistic people
why do goals need to be altered?
- because need to change difficulty and timeline to keep goals beneficial
what needs to be recognised when setting goals?
- individual differences
- what works for one person may not work for another
what locus of control contributed to the most effective goals?
- internal locus of control
why is a follow up required?
- needs to be monitored throughout or deliberately eliminated due to a specific reason
what are the three types of barriers to setting goals?
- physical, internal/ psychological and external
what are physical barriers?
- injury, illness
what are psychological barriers?
- lack of confidence, lack of goal feedback
what are external barriers?
- lack of time, work communication, family and personal responsibility
