1. What the Mind Can Conceive and Believe the Mind Can Achieve
Goal Setting

2. Defining Goals and Types of Goals
Goal (common definition): An objective standard, or aim of some action.
Alfred Adler

3. Goals Can Be:
Subjective
Objective (more easily measured)

4. Types of Goals: Outcome goal _________________________
Process goal (task goal)
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(Personal) Performance goal
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5. Outcome Goals
Outcome goals can facilitate short-term motivation, but often lead to anxiety before and during competition.

6. Performance Goals in Behavior Change
Performance goals are often more precise than outcome goals and less dependent on the behavior of others.
Too much focus on a specific performance goal (e.g., run a personal best) can create anxiety.

7. Process Goals in Behavior Change
Process goals have all the advantages of performance goals, but usually don’t come with the baggage...
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8. Areas in Which to Set Goals
…in many areas, including individual, team, and psychological skills.
Examples?

9. Why Goal Setting Works
One explanation is that goals provide a structure that helps us make sense of our behavior. Goal-setting can:
direct attention to the important elements of the skill,
increase motivation & effort,
increase persistence, and
foster the development of new learning strategies.

10. Why Goal Setting Works Keys:
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11. Principles of Goal Setting1.
Set specific goals. - compared with general “do your best” goals, are most effective for producing change - “how much” & “how often”
GOAL: ______ Objective 1._____ (milestones)
Objective 2._____ 2.
Set difficult but realistic goals.

12. Principles of Goal Setting3.
Set long- and short-term goals. 4.
Set performance and process goals, and outcome goals.
For every outcome goal, set several performance and process goals that will lead to the desired outcome.

13. Goal–Setting Staircase

14. Climbing the Mountain of Change

15. Principles of Goal Setting5.
Set practice and competition goals. 6.
Record goals. “Ink it, don’t just think it.” 7.
Be flexible and prepare to change goals as you go… 8.
Consider participants’ personalities and motivations.
consider factors such as
achievement motivation (high vs low achievers), and
goal orientation (task or ego orientation).

16. Adjusting Goals Downward

17. Principles of Goal Setting9.
Foster a person’s goal commitment.
Always get the athlete’s or exerciser’s input when forming goals, and ask for explicit, “public” commitments
10.
Provide goal support.
Enlist support from significant others to make goal setting effective - create a great motivational climate.
11.
Evaluate and give feedback about goals.

18. Forms of Goal Evaluation
Evaluation Strategy
Lose 10 pounds in 6 months
Client informs fitness instructor of his or her weight weekly
Improve concentration levels during practice
Player gives Coach weekly report card, rating practice concentration on a 0 (low)-to-10 (high) scale; Coach rates player as well…

19. Common Problems in Goal Setting
Convincing students, athletes, and exercisers to set goals
Failing to set specific goals
Setting too many goals too soon
Failing to adjust goals
Not providing goal evaluation or feedback
Failing to set performance and process goals; too much focus on
winning/outcome goals