"Goal setting involves the development of an action plan designed in order to motivate and guide a person or group toward a goal."
The role of motivation, goal-setting, and self-talk in enhancing athletic performance.
Motivation: The driving force behind behavior in sports psychology. This includes intrinsic and extrinsic motivation, self-determination theory, and achievement motivation.
Goal setting: The process of identifying specific, measurable, achievable, relevant, and time-bound (SMART) goals. This includes different types of goals, such as outcome goals, performance goals, and process goals.
Self-efficacy: An individual's belief in their ability to perform a certain task or succeed at a particular goal.
Self-regulation: The process of monitoring and controlling one's thoughts, emotions, and behaviors to achieve a desired outcome.
Imagery: The use of mental imagery to visualize oneself succeeding at a specific task or goal.
Self-talk: The internal dialogue that individuals have with themselves, which can influence their motivation and behaviors.
Emotion regulation: The ability to manage and regulate one's emotions, which can impact motivation and performance.
Social support: The role of family, friends, coaches, and teammates in providing encouragement and motivation.
Knowledge of results/feedback: Feedback helps individuals understand how they are progressing towards their goals, and can help adjust their approach.
Arousal regulation: The ability for athletes to control their level of arousal and anxiety, which can impact performance.
Intrinsic Motivation: Motivation that comes from within oneself, driven by personal goals, enjoyment, and satisfaction.
Extrinsic Motivation: Motivation that comes from external factors such as awards, recognition, social status, or improved physical appearance.
Autonomous Motivation: A mixture of intrinsic and extrinsic motivation that is driven by personal interests.
Controlled Motivation: A mixture of intrinsic and extrinsic motivation that is primarily driven by external factors.
Task Goals: Goals set with an aim to improve one's skills or to learn new skills, irrespective of the result.
Outcome Goals: Goals set with a focus on achieving a specific result in quantifiable terms, such as winning a game/competition or obtaining a medal.
Process Goals: Goals set with an aim to pursue an ongoing process of skill development and continual self-improvement.
Mastery Goals: Goals set with a focus on mastering new skills and improving performance irrespective of the results.
Performance Goals: Goals set with a focus on achieving a specific level of performance, such as increasing speed or scoring more points.
Social Goals: Goals set with an aim to build social connections and strengthen personal relationships.
Ego Goals: Goals set with a focus on obtaining recognition and social status.
Task-Mastery Orientation: A mindset that acknowledges the importance of personal improvement through skill development and learning.
Ego-Oriented Mindset: A mindset that prioritizes the attainment of rewards such as medals, awards, or social recognition.
Learning Orientation: A mindset that focuses on developing new skills and knowledge, irrespective of the results.
Performance Orientation: A mindset that focuses on attaining the desired level of performance in a particular sport.
Work Avoidance Orientation: A mindset that focuses on avoiding the effort it takes to learn new skills and attain mastery in sports.
Task Avoidance Orientation: A mindset that avoids tasks and challenges altogether, typically reflected in low motivation and poor performance.
Performance Avoidance Orientation: A mindset that recognizes the importance of performance results but fears failure, ultimately leading to a lack of motivation and poor performance.
"Goals are more deliberate than desires and momentary intentions."
"Setting goals means that a person has committed thought, emotion, and behavior towards attaining the goal."
"The goal setter has established a desired future state which differs from their current state, thus creating a mismatch which in turn spurs future actions."
"Goal setting can be guided by goal-setting criteria (or rules) such as SMART criteria."
"Studies have shown that more specific and ambitious goals lead to more performance improvement than easy or general goals."
"The goals should be specific, time constrained, and difficult. Vague goals reduce limited attention resources."
"As long as the person accepts the goal, has the ability to attain it, and does not have conflicting goals, there is a positive linear relationship between goal difficulty and task performance."
"Difficult goals should be set ideally at the 90th percentile of performance, assuming that motivation and not ability is limiting attainment of that level of performance."
"The simplest, most direct motivational explanation of why some people perform better than others is because they have different performance goals."
"Difficult specific goals lead to significantly higher performance than easy goals, no goals, or even the setting of an abstract goal such as urging people to do their best."
"Holding ability constant, and given that there is goal commitment, the higher the goal the higher the performance."
"Variables such as praise, feedback, or the participation of people in decision-making about the goal only influence behavior to the extent that they lead to the setting of and subsequent commitment to a specific difficult goal."