Goal Setting

What do Goals do?

Goals can give us a guideline of what we do and where we are heading to; thus, goals can help us manage attention, regulate anxiety, boost motivation, improve focus, and support persistence.

Goal setting is like route and safety planning for a hike. As a well developed route and safety plan can support a fun, enjoyable hike, well-thought, effective goals can help us optimize our performance.

While long-term goals set overall direction, mid- and short-term goals identify the focus areas and intermediate steps to achieve the long-term goals.

When you are looking down at your feet while hiking, you can avoid tripping over a rock and stepping in a puddle. However, without a good sense of direction, you can get lost.

Similarly, when you only have action plans without long-term goals, you can be clear about what to do in the moment, yet you can lose track of where you are heading to.

When you are looking up at the top of the mountain, you can get excited about the idea of reaching the top. However, without any route and safety planning, you can get confused about what to do.

Similarly, when you only have long-term goals without clear action plans, you can be unsure about what to do now, which can cause anxiety and insecurity.

Three Types of Goals

Outcome goals are about comparison and competition, addressing what you want to achieve in relation to others. Winning a competition, being casted for a show, and getting hired by a company are examples of outcome goals. This type of goal is least controllable because various other factors besides yourself can influence the outcome. For example, even when you can execute your best performance at a competition, depending on other dancers' performances and judges' preferences, you cannot win the competition. You cannot control others' performances and judges' preferences.

Performance goals are about personal growth and improvement, aiming for a better version of yourself. More consistent pirouette, cleaner lines, less panic, and more confidence are examples of performance goals. Performance goals are more controllable than outcome goals because they are independent from others.

Process goals are about action plans, focusing on what exactly you do to achieve the performance goals. Breathing, self-affirmations, daily mental simulation, and certain routines are examples of process goals. This type of goal is most controllable.

Outcome goals define direction, performance goals focus on desired skill mastery and improvement, and process goals identify attitude, action, behavior, and effort that are required for performance execution.

SMARTS Goals

The acronym, SMARTS, represents important elements of goal setting.

• Specific

• Measurable

• Action-Oriented

• Realistic

• Timely

• Self-determined

Goals should indicate precisely what is to be accomplished.

You can tell when the goals were accomplished.

Goals should indicate what needs to be done.

Goals should be achievable.

Goals should be accomplished in a reasonable amount of time.

Goals should be important and meaningful to you.

The Zone of Proximal Development.

The zone of proximal development suggests that you can learn and grow when you try something slightly outside of your comfort zone.

When you stay in your comfort zone, you can feel safe and comfortable, yet you can get stuck and bored without changes.

When you try something slightly outside of your comfort zone, you may feel anxious and sometimes fail, yet with appropriate effort and support, you can be successful and get better. Successful experiences can boost your confidence and motivation.

It is risky when you try something far beyond your comfort zone. When you don't have enough skills, knowledge, and support to successfully accomplish things, you are more likely to fail and lose confidence and motivation.

As you progress, the growth and learning zone will become a part of the comfort zone, the challenge zone will become a new growth and learning zone, and a new challenge zone will emerge.

Goal Setting Tips

Items in the comfort zone can be good for process goals.

Items in the growth and learning zone can be good for outcome and performance goals as well as short- and mid-term goals.

Items in the challenge zone can be good for long-term goals.

Goal Assessment

A very important element of goal setting is Assessment.

Goal setting is an ongoing process of Setting, Executing, and Assessing your goals.

Using the tips discussed above, you can set the direction and action plans. You will apply the action plans. Then, you will evaluate if the action plans are helping you move into the direction you aim in and if the direction is still accurate for you. Based on the assessment results, you will update your goals that better work for you.

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References