Goal setting
Use the scores you achieved in the data collection process to help you set goals for your development plan.
Why set goals?
- to increase motivation levels - give 100% in every session and improve
- to provide each session with a focus - your partner knows what to feedback on during each session
- to aid monitoring processes - allows you see if the programme is working based on if you are achieving each short-term goal
Long-term goals
A long-term goal is what you would like to achieve by the end of your development plan.
It could involve using your baseline result to set a realistic goal.
For example, if you scored 24 in the A questionnaire made up of 15 questions that gathers information on how well you control your anxiety levels during performance., you may look to achieve a score of 20 by the end of your mental development plan.
Alternatively, the long-term goal could relate to a certain outcome you want to achieve in a certain sporting situation. This would again tie in with your data collection results.
For example, if you found you were getting frustrated when the referee made a decision you disagreed with, in the Having a partner observe and provide feedback on your performance. with In Higher PE, this is a method of collecting data which involves recording your performance and watching it back. It is often used in conjunction with other methods such as a disciplinary record., you would look to control your anger in a similar situation by the end of your emotional development plan.
Short-term goals
A short-term goal refers to what you would like to achieve by the end of a session.
Each short-term goal should be monitored at the end of each session. They should then gradually provide a path towards the achievement of the long-term goal as the development plan evolves.
For example, if a long-term goal involves developing your communication skills during a netball match, the short-term goal for a session could be:
to make at least four verbal suggestions during team building games.