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Goal Setting.docx

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Department
Kinesiology
Course
Kinesiology 1088A/B
Professor
Prof
Semester
Winter

Description
Goal Setting – Chapter 15 November 2, 2011 Goal: a target, standard or objective Goal Setting: a process of establishing a target or objective in specific behavioural terms Three main types of goals 1. Outcome goals – win/lose 2. Performance goals – how well play/personal best (preferred due to greater personal control) 3. Process goals – actions to execute in order to perform better What does goal setting do? Direct effect: 1. Directs attention and action (choice) 2. Mobilizes energy (effort/vigor) 3. Prolongs effort (persistence) 4. Encourages the development of strategy to attain goal(s) (action plan) Indirect effect: Influences performance by working on psychological states (anxiety, confidence, satisfaction, attention, etc.) Benefits of goal setting 1. Increases productivity and improves quality of work 2. Clarifies expectations 3. Relieves boredom 4. Provides personal recognition 5. Increases personal and task enjoyment Goals can be set for: a) Training sessions (log book) b) Practice sessions (areas to work on) c) Competitive events d) Team social events For each of these sessions or events, goals can be focused on:  Conditioning  Knowledge/strategy  Performance skills  Attitude/behaviour Goal setting is an extremely powerful technique for enhancing performance, but it must be implemented correctly Meta-analysis of goal setting literature has shown that goal setting has the strongest effect on performance and satisfaction of any motivational technique (90% positive outcomes, average 16% increase) Warning – don’t overload athletes with too many goals at one time – concentrate on a few of the most important ones Principles of Goal Setting The most effective goals are ones that are: 1. Relatively difficult, challenging, but attainable (realistic to achieve) 2. Specific (action-oriented) and measurable (quantifiable) 3. Within or geared to the ability potential of the participants Note: The coach may need to provide a lot of input when inexperienced participants set goals as they may not know the task demands or be able to assess their own skill level or potential 4. Public and formally committed to by the participant – written or verbal contract (in a positive format) 5. Flexible and adjustable (up or down) at all times 6. Have specific time frames and dates 7. Sequential and priori
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