Smart Goal Setting

Goal Setting Questionnaire

Why Learning the ‘seven Secrets’ Will be the Best Investment You Will Ever Make to Your Game of Golf!”

Why Learning the ‘Seven Secrets’ Will Be the Best Investment You Will Ever Make to Your Game of Golf!”

This week before I start on my A to Z compendium I just wanted to take time to reflect on the ’7 Secrets…’ and why they are so important to your mental game of golf.

Secret 1 – Is all about looking after your self-esteem. This is ‘how you see yourself’. I often ask people at golfing talks and events what sort of golfer they are. The answers vary from rubbish to inconsistent to useless with my irons etc. Rarely does someone say ‘Do you know what I am pretty good!’

I often talk about the person you see is the person you will be – and this is true for golf too. The golfer you see is the golfer you will be. If your SELF-ESTEEM is high and you see yourself as happy, having fun and essentially owning your game of golf in a positive way, then you are less likely to allow negative beliefs about your game to interfere with your game. Secret 1 looks at your self-esteem in more depth and why it is so important to look after how your see yourself.

Secret 2 – If you understand what you VALUE i.e. your golf game is a hobby and you value the social aspect and the taking part then you will find it easier to play in a way that will honour how you feel and will help you to keep your self-esteem intact. If you are playing with someone who really wants to win at all costs and his or her attitude is stressing you then remember to check in with what you want and honour how you want to play.

You may wish to say something or simply distance yourself if you are with an irritating playing partner, but make sure whatever you choose to do that afterwards you let go of any negative feelings that will contribute to sabotaging your game. This section really investigates all about working out what you value so that you can play your game of golf in line with what you want – this helps massively with playing ‘stress free’ golf.

Secret 3 – If you have created a BELIEF that is affecting your behaviour in a negative way; i.e. ‘…as soon as someone gets in my eye-line I cannot hit a good shot! – then only you can choose to change that belief. If it isn’t serving you then ‘let go of it’! You will need the help of your positive SELF-TALK to ensure that you maintain your new empowering beliefs and that your old negative beliefs do not creep back in. In secret 3 we really get to grips on getting your self-talk to work for you.

Secret 4 – Is all about the importance of ‘goal-setting’. Remember to always have a GOAL even if it is just to have fun and enjoy your game; it is up to you to keep reminding yourself of what is important to you – this will provide the motivation. Plans made only in your head rarely happen so make sure if you want to lower your handicap, get more confident with your irons or consistently putt better then put a plan together to help you achieve it. This section sets out why goal setting is so important and how to make sure they are effective for you.

Secret 5 – Is all about learning to ‘control’ what you actually can control and letting go of what you cannot. This section takes you through a technique called E.R.O. which demonstrates how to handle situations and turn them to your advantage. The main secret to having control in your game is to let go of it!

Secret 6 – Is all about ‘change’ something that we as humans find quite uncomfortable. You have the ability to change your game of golf as much as you do your life; if you choose to sit and wait for it to happen you will be waiting for a long time. This Secret will show you how ‘change’ affects us as human beings and what to do about making that part of the golfing journey easier and more enjoyable.

Secret 7 – Is called ‘Do It or Don’t Do It!’ – you can now choose to stay where you are or you can choose to make the changes that will ensure you can have the life and the game of golf that you have dreamed of! In this section I will show you what is stopping you and the importance of getting on with it right now!

Whatever your focus this year for your golf – consistency and confidence are something that as golfers we could all benefit from. How many times are you going to go to the driving range, have a lesson with the Club Pro and practise your short game but still go out and play that first medal with the belief that you may not do very well? How would it feel to go out there with 100% belief in the fact that you really can play to a great standard?

Like anything in life there is no point in only having half the skill, half the knowledge … you need to practice your mental skills as well as your playing skills.

One thing is for sure Einstein said ‘the definition of insanity is to keep doing what you have always done and expect different results’.

About the Author

Gail Smirthwaite is a leading GOLF CONFIDENCE COACH. She currently writes for Lady Golfer Magazine and is the new ‘Golf Agony Aunt’ in National Club Golfer. Gail also trains on the PGA Continual Assessment Programme for UK Professional Golf Coaches and she also coaches Alison Nicholas, US Open Champion and Captain for the Solheim Cup 2009.

Research Proposal for Research Method?

Can anybody help me with this

Performance would be your independent variable and whether or not the employee has set any goals would be your dependent variable. Your null hypothesis is that employees setting goal will have no effect on their performance. The limitations would be things that limit your study, like, perhaps, you can only give the surveys to one company in your area rather than to random companies nationwide. As for the need, you just need to talk about why you believe there is a need for goal setting based on any research/journal articles you have read and are using in your literature review. I don’t know how you are measuring performance so I’m not sure what your responder variables are within your questionnaire. If you have several variables within performance, for instance one being the number of sick days they took in the last six months, number of disciplinary actions taken against the employee in the last six months, etc. If you have several independent variables and one dependent I believe you would do an ANOVA, but you would need to check that in your statistics book.