DEVISING A TRAINING PROGRAMME

1. DEVISING A TRAINING PROGRAMME S.M.A.R.T TARGETS And MONITORING TRAINING

2. Performance Development Goals(Targets) • Prior to completing a Training Programme you will set yourself Performance Development Goals, also known as Targets.

3. Performance Development Goals(Targets) • These Goals can either be; • Long Term ie. The main target of the training programme you are undertaking. For example to be able to achieve a 50% increase in ‘shots on target’ in the last 10 minutes of the match through increasing CRE levels. These should be specific to the activity you participate in. • Short Term ie. A smaller target you hope to achieve that has a small increase from a previous score, helping you to work towards your main target. For example to achieve 2300m in the Cooper Test after 2 weeks.

4. TARGET (GOAL) SETTING Determine exactly what is to be achieved Achieve more (working harder) Gain direction (sign posting) Improve performance Gain confidence BY SETTING GOALS YOU CAN Feel in control Improve quality of training Be less anxious Evaluate your performance Increase pride and satisfaction in your performance Focus your attention Increase motivation to achieve Check progress against targets Be prepared mentally for performing

5. SETTING TARGETS - S.M.A.R.T. • By knowing what you want to achieve, you know what you need to concentrate on and improve. • Goals that are too easy to achieve provide little motivation, but unrealistic difficult goals can lead to a loss of confidence and eventual rejection of the goal. • When setting goals, they should be OBJECTIVE not VAGUE e.g. “to get fit” is too vague – compare with – “ I’m going to lose 5 kg, be able to do 50 sit ups without a break and run 5 km in under 20 minutes by the end of a 12 week training programme.”

6. S.M.A.R.T Targets S. (SPECIFIC) Goals should be as specific as possible regarding what you want to achieve – Focusing attention. M. (MEASUREABLE) You need to be able to tell when you have reached a goal – they should access PROGRESS against a standard and when to set new goals. A. (AGREED / ACCEPTED) The goals should be discussed and agreed with you and your coach, otherwise you will not be motivated. The acceptance by both parties gives ownership and confidence to the performer. R. (REALISTIC) Goals should be challenging but attainable. They can be motivational, give direction and control anxiety. T. (TIME-PHASED) You need a time frame so that you have reached all of your short term goals before the performance. If goals are time-phased they provide a focus and motivation to achieve.

7. TARGET SETTING examples • MENTAL • To reduce by score in my pre –match Anxiety questionnaire to below 24 points. • EMOTIONAL • To reduce the amount of yellow cards I receive by 50% within a season. • PHYSICAL • To increase by Overhead Clear accuracy to 60% of shuttles landing in the back tramlines during 20 isolated feeds. • SOCIAL • To complete 50% of our Fast Break attempts successfully, including a shot on target.

8. Question • Fully describe two examples of emotional ‘performance development goals’ that may be experienced during a training programme • You could use ‘discipline record’ hand-out to help you. • Ensure Goals meet the S.M.A.R.T criteria • Use Statistics (be it real or made up) to help answer. 4 marks

9. MONITORING TRAINING

10. MONITORING • Monitoring is checking the success during your programme of work. We can use the following methods: • Development Diary (pg 38 SOCIAL Booklet) • Repeat methods of gathering information • Knowledge of Results • The full time result • Statistical Analyses

11. Q. Why is it important to monitor your programme? • To allow comparisons to previous information gathered • To see if programme is working (meeting targets) • To see if your programme has been appropriate (S.P.O.R.T principles) • To see if you need to adapt your programme • To motivate you to keep working or to work harder

12. Question • Why would you want to Monitor performance in a training programme. 2 marks.