goal setting

Question 1

what are the benefits of goal setting

Answer 1

-increase motivation
- improve confidence
- regulating and sustaining effort (direct performers attention to the task)

Question 2

what are the different types of goals a sport performer can use

Answer 2

1) outcome or product goals
2) task-orientated Goals
3) Performance Goals
4) process goals

Question 3

what’s an outcome or product goal

Answer 3

• deals with the end result
• winning the tournament
• success based
• success is determined on comparison with others
• externally controlled- we cannot control the opposition

Question 4

what’s the disadvantages of outcome, product goals

Answer 4

creates anxiety
performer become distracted
avoidant behaviour
ego orientated
not concerned with the quality of technical performance
lose motivation and confidence

Question 5

what are the advantages of outcome/ product goals

Answer 5

Good to pair with other goals
realistic then motivation can be maintained eg aim for top 3 finish.

Question 6

what’s a task orientated goal

Answer 6

not based on winning
concerned with improvement of performance
made up of performance and process goals

Question 7

what’s performance goals

Answer 7

based on judgements made of an individual against their own previous performance
easily measurable
can be broken down into process goals

Question 8

What’s process goals

Answer 8

concerned with developed techniques eg; improving their footwork
may aim to improve specific techniques
A series of process goals all add up to improve the overall performance goal

Question 9

What are the AO3’s disad of outcome goals

Answer 9

setting outcome goals on their own can be detrimental to performance if it cannot be achieved, loose motivation & confidence
goals should be focused on personal achievement and technique (In a marathon there can only be 1 winner but everyone can achieve a PB)
outcome goals likely to cause stress

Question 10

whats the AO3 ads

Answer 10

Outcome goals not always detrimental
the sporting environment requires there to be a winner
outcome goals should be a part of performance preparation
recommended that combination of goal types.

Question 11

factors to consider when setting goals
SMARTER principle

Answer 11

S- specific
M-measured
A- achievable
R- realistic
T- time-bound
E- evaluate
R- re-do

Question 12

S in SMARTER

Answer 12

Specific
- goals should be clear and precise
- sometimes good to use data or video evidence to support decision making
- aimed at improving specific aspects of techniques of the performance

Question 13

M in SMARTER

Answer 13

Measured
- some form of assessment should be used to aid motivation
- could be- statistics, data, video evidence, distance, times or number of shots on target
- allows the performer to see progress being made

Question 14

A in SMARTER

Answer 14

Achievable
- the performer should be able to reach their goal
- in the time phase was agreed
- the goal set should be also exciting and just out of their reach
- the performer needs to see the relevance of achieving this goal and how it links on to the next layer.

Question 15

first R in SMARTER

Answer 15

Realistic
- should be within the reach of performer
- not too easy otherwise will loose incentive value
- this could lead to hulls drive reduction theory
- not too difficult or impossible to reach, leads to stress, anxiety, learned helplessness and NAF behavioural characteristics

Question 16

T is SMARTER

Answer 16

Time Bound
short term, medium term and long term all important
- they should be clearly defined with agreed deadlines
- plan strategically
- leads to a clear focus journey or pathway for the performer

Question 17

E in SMARTER

Answer 17

Evaluative
- - the coach and performer should evaluate their position in relation to achieving their goals
- the coach and the performer should be flexible and adapt or even change the goals to ensure that focus and motivation are maintained throughout

Question 18

second R in SMARTER

Answer 18

Re-do
- if the goal has not been reached or if after evaluation the performer and coach think that something could be done differently then change it
- if a goal is not successful remember to reflect on the hard work and effort and appreciate how much the performer has progressed even though goal isn’t achieved.
- target or goal adjusted to help ensure success
- increase motivation, confidence and work ethic