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  • Lee Pearson (Tutor)

Golden Rules of Goal Setting.


How to Set, Review, and revise short - medium and long term SMART Goals:


Why bother goal setting?


Goal setting can be used as a strategy to enhance motivation and commitment.

It is important to set goals based upon the following:

PERSISTENCE - Goals can help the client to continue a task over time whilst keeping focus.

ATTENTION - Goals help to keep a client zoned in on a specific task or aim.

EFFORT - Goals help to mobilise and direct the intensity towards the outcome.

STRATEGIES - Goals can help clients develop new approaches to achieving outcomes.


Types of Goals:


Goal setting can be used as an powerful strategy to help people achieve Dreams and Targets.

Some of the popular mainstream goals include the following:

Personal Goals - Sports, family, relationships etc.

Business or Career Goals - Development of Career, finance etc.

Self Improvement Goals - Personal growth, Development etc.

Outcome Goals - Winning a race or event etc.

Performance Goals - Making comparisons with ones own performance.

Process Goals - Focus on the process or action one must take to be successful such as improving technique.


Short, Medium and Long term goals:


Short - These goals relate to a period between one day and one month. For example something that can be achieved in one session.

Medium - These are set over a period of one to six months. One month and three month being the most common.

Long - These goals relate to timeframes set from 6 months to several years. Such as career promotions. Be aware however that setting goals that are not very specific may hamper results.


When setting goals use the acronym SMART:


S - Specific (goals must relate to aims)

M - Measurable (goals must have a way of measuring the result)

A - Achievable (goals must be humanly possible, not too easy, not too hard)

R - Realistic/Relevant (goals should fit with your values, wants and needs)

T - Timebound (goals must have a time scale to be able to measure the success)


Other methods to help achieve goals include:


Writing down goals, using imagery, having support systems/networks, keeping diaries, using reminders, and more.


Reviewing Goals is just as important as setting them:


Setting and defining goals is of little value without a follow up procedure, which evaluates progress and helps the development of future goals.

Reviewing goals on a regular basis ensures the following:

Accountability - Taking time to stop and check on progress can address any changes needed and help further motivate you.

Feedback - Gaining feedback can identify all sorts of information, if the goal is enjoyable, needs adjusting, is too easy, and if the person is on track to achieve the outcome.


It is important also to set specific dates for reviews from the outset. This ensures the dates will not be missed and any important information arising from the review can be acted upon. Thus increasing the likelihood of increasing the chances of achieving the goal.


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