Many performers set goals that are vague, nonspecific, or so far off into the future that their goals fail to connect to the behaviors that help performers actually achieve them, sometimes even undermining motivation. Goals like “doing my best” or “making it to the pros” are excellent aspirations, but performers pursuing them may benefit from setting goals more systematically and cultivating intrinsic and autonomous motivation in the process.
Performers who choose to pursue their goals may do so for intrinsic and extrinsic reasons, and the type of motivation they have predicts their persistence and success in performing. Being driven to pursue goals for extrinsic reasons, like the need to satisfy others or be recognized, can make performers feel controlled and more likely to quit. Being driven by intrinsic reasons, like for fun or the love of the game, can help performers focus on effort, work harder, persist longer, feel autonomous, and make them less likely to quit. Related to this, self-determination theory shows that controlled extrinsic motivation undermines persistence, whereas autonomous motivation that is more intrinsic, promotes persistence.
Performers can foster optimal motivation by incorporating intrinsic effort, hard work, love of the game, and fun into the process of setting “SMART” goals. The classic acronym “SMART” emphasizes setting goals that are specific, measureable, assignable, realistic, and time-related1. Most sources actually appear to suggest specific, measurable, achievable, relevant, time-related goals, but motivating, action-oriented, meaningful goals are important as well2. Performers are encouraged to adopt the terms most important their own unique goals and to frame their tasks as fun, beneficial, and less effortful. In addition, performers often run afoul by setting only outcome goals (e.g., results), neglecting the importance performance goals, which are more within their control, and process goals, which are highly within their control:
Process goals
- Goals that are more specific components of performance goals or specific sport behaviors or steps to achieving peak performance (e.g., using proper technique, using a mental warm-up plan)
Performance goals
- Goals that relate to personal performance at a high level (e.g., personal best time, running a 5 minute mile)
Outcome goals
- Goals couched in terms of winning individual or group competition (e.g., winning, 1st place)
Dedication, commitment, responsibility, effort, and consistent hard work is more likely to pay off when performers cultivate autonomous intrinsic motivation and set SMART process, performance, and outcome goals. Follow this blog and check out the self-determination theory website for more information about the value of motivation and goal setting.
References
1Doran, G. T. (1981). There’s a SMART way to write management’s goals and objectives. Management review, 70(11), 35-36.
2Frey, B. S., & Osterloh, M. (Eds.). (2001). Successful management by motivation: Balancing intrinsic and extrinsic incentives. Springer Science & Business Media.
