Goal Setting

Goal setting is a mental training technique that can be used to increase an individual's commitment towards achieving a personal goal. Having a short or long term goal can encourage an individual to work harder, to be more focused on the task and to overcome setbacks more easily.

Goal setting is a technique pioneered by Dr. Edwin Locke, not in sport but industrial psychology. According to Locke, setting goals effect performance in four ways:

  • focuses attention
  • mobilises effort in proportion to the demands of the task
  • enhances persistence
  • encourages the individual to develop strategies for achieving their goals

Reference: Dr Edwin Locke, 1968, "Toward a Theory of Task Motivation and Incentives"

Outcome Goals

Outcome goals are to do with winning or performing better than someone else. They refer to the desired end result e.g. selected to represent your national team. These can be highly motivating long term goals but as they not under the individuals control and are affected by how others perform, they are limited without related process and performance goals.

Process Goals

Process goals, over which the individual has complete control, deal with the technique or strategy necessary to perform well. Process goals can also be established to map the route to achieving the desired outcome goal.

Examples of process goals are:

  • maintain controlled rhythm in the long jump run up
  • run at 5 minute mile pace
  • engage legs before arms when throwing the discus
  • use a pre-event routine before each high jump

Process goals help focus attention and are very effective in helping to control anxiety.

Performance Goals

Performance goals specify a specific standard to be achieved. Performance goals are about personal standards (for a runner this might be a time for a specific distance {33 minutes for 10km}) and as such are unaffected by the performance of others and so totally under the control of the individual.

Performance goals can be used to monitor achievement of process goals and progress towards the deisred outcome goal.

Performance goals encourage the development of mastery and can make a performer feel satisfied with a performance even if they do not win.

SMARTER

Outcome Goals, Process Goals and Performance Goals all need to be SMARTER:

  • Specific - make them as precise and detailed as possible
  • Measurable - a method by which you can quantify or rate your current position and then determine the amount of improvement required
  • Accepted - goals need to be shared and negotiated with all others involved
  • Realistic - the goal is realistic yet challenging
  • Time phased - date is st for when the goal is to be achieved by
  • Exciting - goal motivates the individual
  • Recorded - the goal and progress towards it are recorded

Conclusion

Goal setting is not just about identifying what you want to achieve but also how you will achieve it (process goals) and measure that achievement (performance goals). When challenging goals are broken down into realistic steps and then systemically achieved motivation, commitment and self-confidence will grow.

Goals must be set according to the age, stage of development, confidence, ability and motivation of the individual. Beginners require very short term easily achieved goals to boost their self-confidence whereas the experienced individual need more challenging yet realistic goals.

Associated Pages

The following Sports Coach pages should be read in conjunction with this page: