What the Mind Can Conceive and Believe the Mind Can Achieve

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What the Mind Can Conceive and Believe the Mind
Can Achieve
Goal Setting
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DefiningGoals and Types of Goals

• Goal (common definition) An objective standard,
  or aim of some action.
• Alfred Adler

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Goals Can Be
Subjective
Objective (more easily measured)
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Types of Goals
Outcome goal _________________________
Process goal (task goal) _______________________
_____________________________
(Personal) Performance goal
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Outcome Goals
Outcome goals can facilitate short-term
motivation, but often lead to anxiety before and
during competition.
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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.
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Process Goals in Behavior Change
Process goals have all the advantages of
performance goals, but usually dont come with
the baggage... __________________________________
__________________________________________________
____________
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Areas in Which to Set Goals
in many areas, including individual, team, and
psychological skills. Examples?
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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.
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Why Goal Setting Works
Keys
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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.
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Principles of Goal Setting
3.
Set long- and short-term goals.
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.
4.
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GoalSetting Staircase
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Climbing the Mountain of Change
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Principles of Goal Setting
5.
Set practice and competition goals.
6.
Record goals. Ink it, dont just think it.
7.
Be flexible and prepare to change goals as you go

• Consider participants personalities and
  motivations.
• consider factors such as
• achievement motivation (high vs low achievers),
  and
• goal orientation (task or ego orientation).

8.
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Adjusting Goals Downward
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Principles of Goal Setting
9.
Foster a persons goal commitment. Always get
the athletes or exercisers 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.
11.
Evaluate and give feedback about goals.
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Forms of Goal Evaluation
Goal
Evaluation Strategy
Lose 10 pounds in 6 months
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
Improve concentration levels during practice
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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