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Goal Setting: Wss 2402 Christian Devries

The document discusses different types of goals for athletic performance including objective and subjective goals, outcome, performance, and process goals. It outlines principles for effective goal setting such as making goals specific, measurable, challenging but realistic, setting both long-term and short-term goals, and including performance, process, practice, and competition goals. The document also notes that goals should be written down, evaluated, and adjusted as needed to maximize effectiveness.

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Rohit Chaudhary
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190 views

Goal Setting: Wss 2402 Christian Devries

The document discusses different types of goals for athletic performance including objective and subjective goals, outcome, performance, and process goals. It outlines principles for effective goal setting such as making goals specific, measurable, challenging but realistic, setting both long-term and short-term goals, and including performance, process, practice, and competition goals. The document also notes that goals should be written down, evaluated, and adjusted as needed to maximize effectiveness.

Uploaded by

Rohit Chaudhary
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT or read online on Scribd
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Goal Setting

WSS 2402
Christian DeVries
Defining Goals
• Objective Goals – goal that focus on attaining a
specific standard of proficiency on a task,
usually within a specific time.
– I want to lose 10 pounds by June 1
– The basketball team will go 14-0 in conference play
• Subjective Goals – general statements of intent
but not in measurable, objective terms. Used for
setting priorities
– I want to do well
– I want to have fun
Types of Goals
• Outcome Goals – Focus on competitive
results in an event. Beating the competitor.
These goals depend on your efforts as
well as the ability and play of your
opponent
– The basketball team will beat every
conference team
– The football team will win the Metrodome
Game
• Performance Goals – Focus on achieving
standards or performance objectives that
are independent of other competitor.
Usually based on the comparison of one’s
own pervious performance. The tend to be
more flexible and with you control.
– The baseball team will average 8 runs a game
– The soccer team will have a GAA of .005
• Process Goals – Focus on the actions an
individual must engage in during
performance to execute or perform well.
– We need to make contact on the ball to
increase our on base precentage
– We need to play the ball to feet in order to
maintain possession
Why Goal Setting Works
• Goals direct attention to important
elements of the skill to be performed
• Goals mobilize the performer’s efforts
• Goals prolong the performer’s persistence
• Goals foster the development of new
learning
PRINCIPLES OF GOAL SETTING

Research shoes that the correct application of the


principles for setting goals provides a strong
foundation for designing a goals setting
program.
Research can provide the “science” of setting
goals but the “art” of setting goals can only be
developed by the coach and/or individual.
Set Specific Goals
– Goals need to be state in very specific,
measurable and behavior terms

– I want to improve my golf game


– I want to lower my handicap from 14 to
11 by working on my putting over the
next 15 rounds
Set Difficult – Realistic Goals
• Goals need to be difficult enough to
challenge the participant, yet realistic
enough that they can be achieved.
• Moderately Difficult goals lead to the best
performance. Goals of little value lead to
participants losing interest. Goals that are
too difficult lead to frustration.
Set Long Term - Short Term Goals
• Focusing on only long term goals does not
improve performance.
• Use the staircase method to set you goals

• Short term goals should lead to the long


term goal.
Set Performance, Process and
Outcome Goals
• Outcome goals are the easy goals to set
• Performance goals need to lead achieving
outcome goals
• Process goals will help achieve
Performance goals
• There should be a list of Performance and
Process goals for each outcome goal.
Set Practice - Competition Goals
• Goals are usually set for competition and
often neglect practice.
• Competitor usually spend 75%-80% of
their time in practice yet never set goals
related to practice.
• Practice is a good place to work on the
Process goals
Record Goals
• Goals should be written down and marked
when achieved.
• Goals should be seen – “Out of sight out
of mind”
Provide Evaluation and Feedback
• You need to identify if the goals are being
met and whether they need to be adjusted.
• Be consistent
• KISS
SMART
• Specific
• Measurable
• Action Oriented
• Realistic
• Timely
• Self-Determined
Common Problems
• Convince people to set goals
• Failing to set specific goals
• Setting too many goals to soon
• Failing to adjust goals
• Failing recognize Individual Differences
• Not Following up or providing feedback

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