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Performance Appreciation – Key Concept 5. Planning and managing personal performance improvement . Key Feature 1:. The importance of planning for improvement of the ‘whole performance’ by setting short, medium and long term goals, for example : Planning blocks of time

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performance appreciation key concept 5

Performance Appreciation – Key Concept 5

Planning and managing personal performance improvement

key feature 1
Key Feature 1:
  • The importance of planning for improvement of the ‘whole performance’ by setting short, medium and long term goals, for example:
  • Planning blocks of time
  • Consideration for training
  • Preparation for competition
goal setting smart goals
Goal Setting… SMART GOALS
  • SMART Goals
  • Specific (pin point an exact feature)
  • Measurable (can be assessed)
  • Attainable (possible in the given time)
  • Realistic (realistic to your ability)
  • Time Bound (set a date!)
short medium long term goals
Short, Medium, Long term Goals…
  • Badminton Examples:
  • Short term goals? (day/week)
  • Getting side on to use chase step to the back of the court.
  • Focus on getting short serve low over the net
  • Medium term goals? (1-2 months)
  • Improve my stamina through continuous training
  • Increase distance of my overhead clear through identifying weaknesses of my shot through P.A.R
  • Long term goals? (a year/ season)
  • To beat all the other players in the class at least once through the year
  • To develop strength in arms through gym work in the gym to put more power on my shots
long term goals
Long term goals…
  • Long term goal setting is important to provide a focus point and a purpose for performance improvement. In setting this goal it is best to consider a Performance goal rather than an Outcome goal.
  • For example, in my badminton match my goal is to achieve 90% accuracy with my clears and drop shots. This is possible for me to achieve.
  • If my long term goal was to win the badminton match (outcome goal) then I might not achieve this if my opponent was significantly better than me. I might play a very effective match but leave disappointed because I did not achieve my goal.
short term goals
Short term goals…
  • To achieve the long term goal, short term goals are necessary. They provide stepping stones which are manageable on a day to day basis and provide motivation and confidence during the performance improvement programme. Having these short term targets to work towards in each session develops a challenge and self discipline into the training. For example, in my first session my short term target was to achieve 80% accuracy on drop shots and clears in a repetition drill.
10 minute task
10 minute task:
  • In pairs write down a SMART:
  • A) short term goal (achieve in a training session/ week)
  • B) long term goal (achieve in a year/season)
  • Swap your answers with another pair.
  • Give them a mark out of 5 for each… is it:
  • Specific?
  • Measureable?
  • Achievable?
  • Realistic?
  • Time based?
types of goals
Types of Goals
  • Outcome goals
  • A goal that depends on the result or outcome of a match/competition.
  • For example, a runner could be set the goal of finishing in the top 10 of a marathon race.
  • Such goals are only partly under the control of any one individual and are partly dependent on others, including team mates, opponents, and officials.
  • Performance Goals
  • A goal that is concerned with a level of performance rather than focused on the outcome or result.
  • These goals are focused on the development of qualities.
  • These goals are largely within the control of the individual and are rarely influenced by others.
outcome goals
Outcome Goals
  • long term outcome goals can often be dreams about achieving the pinnacle in their sport, such as winning Olympic Gold. These goals can be a great source of inspiration.
  • Medium/short term outcome goals include winning a tournament, achieving a ranking, being selected etc.
  • Outcome goals are largely uncontrollable, depending not only on yourself, but also on the performance of others – dangerous for morale/ confidence.
performance goals
Performance Goals
  • Performance goals are concerned with reaching a certain standard of performance
  • Examples could be clearing the shuttle more accurately in practise to set zones (tramlines) and increasing your jump height by 10cm for a smash
  • Performance Goals are largely within your control therefore less risk to morale
10 minute task1
10 minute task:
  • In groups of 4 come up with a short term performance goalfor a badminton player at the…
  • Preparation stage of learning (beginner)
  • Practise stage of learning (novice)
  • Automatic stage of learning (experienced/talented)
  • This goal should still be a SMART GOAL!!
preparing for competition
Preparing for Competition…
  • Before a competition you may set yourself particular goals to achieve
  • should be SMART Goals
  • should focus more on PERFORMANCE goals rather than OUTCOME goals.
  • Should relate to goals you have already identified in your development e.g. get 80% of your short serves to land within 1 foot of service line.
key feature 2
Key Feature 2:
  • The importance of planning for improvement of the ‘whole performance’ through an integrated training approach which reflects work covered in all analysis areas. For example a combination of some of the following:
  • physical aspects (preparation of the body)
  • technical aspects (skills and techniques)
  • personal aspects (motivation, personal goals)
  • special aspects (achieving peak performance)
  • mental aspects (rehearsal, imagery/visualisation)
  • strategic/compositional planning (structures, strategies and composition).
integrated training approach
Integrated Training Approach
  • An integrated training approach is required to develop your whole performance
  • Focus is to develop more than one quality at the same time through the same training programme
  • How could you do this in badminton?
integrated development approach
Integrated Development Approach
  • "In badminton I performed exercises that developed my agility and overhead clear at the same time. This involved drills where I practiced the technique of the overhead clear using repetition drills where I had to move to take feeds from alternate sides of the court. I then conducted a practice where I had to move to the back of the court to play the shot and then return to the T displaying quick and fluent footwork and transitions and also practise my overhead clear”
integrated development plan
Integrated Development Plan
  • 4 week development programme that aims to develop the whole performance
  • Develop a combination of physical, technical, personal and special qualities
  • Gradually progress through stages of learning
  • Need to have methods of practises appropriate to each stage
  • Each practise should develop both (e.g. overhead clear and agility) qualities to ensure it is integrated
  • Still room in development plan to work on strengths to ensure whole performance is maintained.
development programme for overhead clear and agility
Development Programme for Overhead Clear and Agility
  • Shadow Practise
  • no shuttle – copy partner on other side of net.
  • Lunge at the front or chase to the back and overhead action completed.
  • No pressure/not timed
  • Repetition Drill
  • Overhead clear with partner focus on keeping rally going
  • back to base after each shot to work on agility from middle of the court to the back
  • Increased Pressure Practise
  • Court movement to touch coloured cones around court
  • Partner shouts colour, back to base after each cone.
  • At any point partner can shout “clear” and play shuttle high to back of the court
  • player is ready to play an overhead clear and partner records results of where shuttle lands score /10.
development programme for overhead clear and agility1
Development Programme for Overhead Clear and Agility
  • Conditioned Game (half court)– Each point begins High Serve> Overhead Clear>overhead clear> drop shot… finish the point.
  • Guaranteed to use overhead clear in every point
  • Use of drop shot will require agility to get form the back of the court to the front quickly
  • Conditioned Game (full court)
  • Same condition as above.
  • Development to full court
  • More pressure to put overhead further to the back of the court
  • Agility not only front>back but also side>side.
key feature 3
Key Feature 3:
  • The importance of personal monitoring, reviewing and evaluating progress to inform development needs, for example goals should:
  • be specific to focus attention
  • be recorded for feedback
  • be recorded for evaluation purposes
  • have a date for completion
reasons for monitoring and reviewing
Reasons for Monitoring and Reviewing…
  • To make ongoing changes to skill action
  • To inform when to make changes / adaptations to practice
  • To develop motivation for continued development
  • To assess effectiveness of practice programme
  • To assess if goals have been achieved
  • To give information about the next steps for development.
purpose of monitoring and reviewing
Purpose of Monitoring and Reviewing…
  • To provide continual feedback on your performance
  • This feedback can be:
  • Internal e.g. how did the shot feel/ how did the shot sound?
  • External e.g. written/verbal/ visual
qualitative and quantitative nature of feedback
Qualitative and Quantitative nature of Feedback…
  • Qualitative feelings or comments about your performance provide feedback that helps you to understand the control, accuracy, precision, fluency of your performance egKnowledge of Performance
  • Quantitative data provides feedback information, usually in the form of statistical data, that is used to provide an objective and base measurement of performance egKnowledge of Results
  • It is usually quantitative data that identifies weakness but qualitative data that is used in a diagnostic (analysis) way to correct.
evaluate progress
Evaluate Progress…
  • Evaluation is carried out at the beginning and end of a piece of work
  • Can be used as a comparison to check for progress (O.S/ Video/K.O.R/K.O.P)
  • Gives feedback on how well the development programme has worked
  • Identifies future development needs
need to consider
Need to consider…
  • HOW you evaluate:
  • Methods of evaluation and why these methods are effective.
  • WHY you evaluate:
  • Justify/give reasons for why you evaluate your performance…
example question
Example Question
  • Higher Question… 2011 Q1(d)
  • Why is it important to evaluate your overall performance following your programme of work? Describe how this evaluation was carried out. (6 marks)
  • Explain why – 3 marks (motivation/feedback/progression/if programme is working…)
  • Describe how – 3 marks (video/diary/recorded K.O.R/K.O.P/ O.S at start and end)
  • Int 2 Question…2011 Q2 (e)
  • Explain how you would evaluate your performance after you have completed your training programme. (4 marks)
  • Explain means to describe and then justify
  • Give methods to explain how you evaluated your performance
  • Methods you used ONCE YOU COMPLETED …
  • Video for comparison/track recorded K.O.R/K.O.P and check progress/ complete another O.S to compare with first.