Goal Setting DEFINITION A goal is a desired

Goal Setting DEFINITION: A goal is a desired result or end-point that is planned by a person. Goals can be shortterm or long-term, but they should always follow the SMART principle. There a number of reasons people set goals but we need to know the following three: 1. For Exercise and Training Adherence – goal setting has been proven to ensure that people are more likely to stick to training programs or exercise routines. It is important that the right number of goals, as well as the right difficulty of goals is used otherwise people can become uninterested and drop out/give up. 2. To Motivate Performers – athletes will often set themselves a number of short-term goals in order to keep them motivated to achieve their long-term goal. Achieving ‘success’ regularly means they will keep motivated and driven throughout. 3. To Improve and Optimise Performance – if a performer is regularly achieving goals then it is likely they are improving their skill level, which should hopefully result in an improved performance. In sport, two types of goal are usually set: 1. Performance Goal – these are goals where athletes want to improve their technique and therefore tend to be short-term. 2. Outcome Goal – these are goals concerned with the end result (like winning individual games, tournaments or setting world records). They are often long-term.

SMART Principle In order to ensure that goals are likely to be met then you should make sure that they ALL follow the SMART principle. SMART is an acronym that stands for: • Specific – goals should be precise and clear. They should be fully focused on a exact outcome and have an particular way of knowing they have been achieved. • Measurable – goals should be able to be measured, meaning they can ne compared and you can identify if progress is being made. • Achievable – goals should be realistic and should be within the performers capabilities. • Recorded – goals should be recorded so that progress can be tracked and monitored. • Timed – all goals should have deadlines (start and finish dates) and you should have a variation of short-term and long-term goals. If goal-setting follows these principles then it is likely to be effective because the performer will have the best chance at reaching all of their goals. Reasons for not reaching a goal often include; lack of effort/motivation, poor technique or the setting of an unrealistic goal. It is important that goal evaluation takes place throughout. This is where goals are reviewed and seen if they have been met (this is must easier to do if SMART is followed, especially if they are measurable and/or recorded). It allows goals to be adjusted or re-set to keep the performer motivated and driven.