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Topic summary

Goal-setting theory

Extracted from the Wikipedia article Goal setting.

References

  1. ^ . International Coaching Psychology Review. 7 (2): 146–165 (149). doi:10.53841/bpsicpr.2012.7.2.146. S2CID 255938190. Archived from the original on 2014-11-29. Goal setting should be done in such a way as to facilitate the development and implementation of an action plan. The action plan should be designed to motivate the individual into action, and should also incorporate means of monitoring and evaluating performance, thus providing information on which to base follow-up coaching sessions.
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  3. ^ . International Coaching Psychology Review. 7 (2): 146–165 (147). doi:10.53841/bpsicpr.2012.7.2.146. S2CID 255938190. Archived from the original on 2014-11-29. Whilst the ideas represented by the acronym SMART are indeed broadly supported by goal theory (e.g. Locke, 1996), and the acronym SMART may well be useful in some instances in coaching practice, I think that the widespread belief that goals are synonymous with SMART action plans has done much to stifle the development of a more sophisticated understanding and use of goal theory in the coaching community, and this point has important implications for coaching research, teaching and practice.
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