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Nov 2nd&5th - Chapter 15 - Goal Setting.docx

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Kinesiology 1088A/B
Bob Larose

Chapter 15 – Goal Setting nd November 2 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: A. Outcome goals = win/lose B. Performance goals = how well play/ personal best (preferred due to greater personal control) C. 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 & task enjoyment Goals can be set for: A. Training sessions (log book) B. Practice session (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 The most effective goals are ones that are: 1. Relatively difficult, challenging, but attainable (realistic to achieve) 2. Specific (action-oriented) & 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 inexperience’s participants set goals as they may not know the task demands or be able to assess their own skill level or potential 4. Public & formally committed to by the participant – written or verbal contract (in a positive format) 5. Flexible & adjustable (up or down) at all times 6. Have specific time frames a
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