Goal setting

Gyms the world over are full of people wanting to achieve something – a personal goal. The problem is many members don’t actually realise the importance of setting a goal, far less the importance of sticking to it. There are strategies and tips which can be employed when it comes to setting a successful goal, the simplest and best known being the SMART method. This article discusses the SMART method and how it can be used in a training context.

Identify the goal

At this point the trainee should not be concerned about how to reach the goal – right now the vehicle isn’t important. The goal simply needs to be identified, together with a good reason as to why it is the goal. Having a goal that is as real as possible will increase the determination to reach it.

What will the goal involve? An increase in strength? An increase in stamina ? Weight loss? Weight gain? By being clear about the goal and by remembering that its achievement is a process, means acceptance that it will take time. Changes won’t happen overnight. A goal that is far away requires preparation for the long term, together with strategies to cope when it gets tough – a change in routine, for example. There is inevitably a rush of enthusiasm at the start, but a good start followed by a drop in effort results in no progress. Mini goals within the overall goal are beneficial and may give a psychological boost when they are achieved.

The goal needs to be personal – not devised by someone else. That means that the trainee will really want that success – not the coach or trainer. How many people start a diet or undertake an exercise regime, only to stop a few weeks later? Plenty. It can’t be made clear enough – if someone does not want to achieve their goal, they won’t – it really is that simple.

So what exactly does SMART stand for?

Specific

The more specific is the goal, the more successful and focussed the trainee is likely to be towards its achievement; timescales, approaches and strategies can be far more easily determined when a goal is specific. It is nonsensical to simply hit and hope when deciding how to structure training; without an aim, the gun is unlikely to hit anything. A specific goal allows either the trainee or the coach to put together a suitable training plan, further increasing the chances of success.

An example of a specific goal could be : I want to be able to Bench Press 100kg for 5 reps in 2 month. It specifies the target weight for the lift, how many times to lift it and by when. In terms of specificity there is very little to criticise with such a goal. It is clear and concise, and is the starting point for the rest of the process.

The next step from here is to find out where the trainee is in relation to the goal – then a programme and timescale would be drawn up, all geared towards the achievement of the goal. If the goal relates to fat loss or muscle gain, then a series of photographs for ‘before and after’ will give an obvious comparison.

Measureable

A good goal has to be measurable – which comes back to specificity. Progress cannot be assessed, nor the success of the training approach be assessed, unless there is a measurable goal. By putting a figure on the goal it gives a straightforward yardstick by which to measure progress; so long as the starting point is also known. A tangible figure allows the trainee to check the current achievement against the aspiration.

In many cases, the devil is in the detail. A regular review of progress indicates when and were changes need to be made, and provides clues as to what those changes should be. This could be harder work, more training, more rest, dietary improvements, or technique changes. Lots of these decisions can only correctly be taken when progress is measured, and that progress can only be determined by measurements.

Measuring the progress towards the goal can be vital when it comes to motivation – possibly the most important ingredient when it comes to achieving success – motivation, visualisation of the goal, and the determination to work hard, is often the division between success and failure. Sometimes the visualisation of the larger goal can overcome a lack of desire for training from day to day.

Achievable

Having a goal that is achievable is another way of saying having a goal that is sensible. There is a little point in a 75 year old man aiming to run 100 metres in less than 10 seconds For the purpose of motivation, it is essential that the goal is realistic. An impossible goal will be demoralising for anyone.

By the same token, a goal that is too easy won’t be a challenge, and that is no good either. The goal should require physical and mental effort to achieve – pushing beyond the current level, otherwise there is no challenge. If someone is two or three stone overweight then the goal is not to lose half a stone. The goal is to lose all three stones. Losing half a stone a month, or one or two pounds a week would be a short term goal – part of the bigger picture.

For an overweight person, a three stone weight loss is achievable, as long as it is with a realistic approach and time frame.

Realistic

A fitness beginner may need to consult a fitness professional before establishing a realistic goal. There are limits on what is successful – a goal such as losing a stone in a week is ridiculous. A goal that is not realistic (or desirable) is pointless, and invariably serves as a kick in the teeth for motivation when the goal is missed.

A realistic goal depends on lots of factors – far too many to mention here. One important factor that is often overlooked is the psychological factor. A goal can be realistic if it is truly believed. That shift in psychology alone is often enough to make the trainee work hard enough and commit to the necessary sacrifices to make it happen. Ask the question ‘is this achievable?’ If the answer is honestly ‘yes’, then more than likely it is realistic. Part of the process is trial and error – if the trainee gives it their absolute all and fell short, then the goal may have been unrealistic and needs to be revised.

Trying to achieve any goal should not put anyone at risk. Everyone should stay on the right side of their capabilities.

Timed

Having decides that all of the above have been fulfilled, a time needs to be set for achieving the goal. How much time is available, or will be sacrificed to achieve the goal? Those with a low boredom threshold may find it more beneficial to work towards many smaller goals than one big goal – it really is up to the individual to decide. The important thing is to commit to a time by which the goal should be achieved, subject to the above criteria.

Setting up to win can be the secret to achieving anything. Stack favourable odds by including the correct training programme, attention to diet and the discipline to work to them regularly. The simple truth is that the longer and more consistently you apply focus and dedication to the goal, the more likely it is that the goal will be achieved.

The important thing is to set a goal that is meaningful to the trainee – something that they want to achieve. If it doesn’t mean much, they won’t have the determination necessary to make it happen. If someone has the determination to achieve a SMART goal, then it is all the more likely that they will achieve it.