Setting flexibility goals can be challenging, especially if you are unsure if your goal is achievable. Goal setting isn't one size fits all. How you ‘set’ your flexibility goals can influence your likelihood of achieving them. Taking time to consider the context of your goal (the why), your confidence in your plan and your level of commitment could be the difference.
There are many different types of goals.
Open vs. SMART goals
SMART goals (Specific, Measurable, Achievable and Realistic with a Timeline) (Doran, 1981) May be perfect for you if you are motivated, clear about what you want to achieve and confident about what you need to do (Bird et al., 2023). SMART goal setting works best for short-term goals that you are already close to acheiving and those with a time frame. For example, ‘Achieve a flat right split on the floor in my showcase routine in 6 weeks’. While SMART goals dont describe HOW you plan to achieve your goal, they clearly define success and can inform your programming, evaluation and review. Unfortunately, with SMART goals, you are not succeeding until you reach your goal. This all-or-nothing goal-setting approach can lead to self-criticism instead of celebrating your progress.
If there is less urgency, you are less confident and/ or your goal is bigger, open goals may suit you better. Open goals don't establish a deadline to achieve a goal or clearly define an end objective. For example, an open flexibility goal is 'Let's see how deep I can get in a middle split in a year'. The benefit of this kind of goal is that any progress, anytime you work towards this goal, you are 'succeeding', meaning you are more likely to continue. Sticking to an open goal is easier than a specific one, as you are less likely to judge yourself negatively about your progress. If you are intrinsically motivated, you are more likely to stick to an open goal, so it helps clarify why your goal is important.
Performance goals vs. mastery goals
Performance goals require a dichotomous judgment of ability, e.g., either you can or can't do a middle split. Anyone who trains flexibility understands it is never that simple. It always depends on why you want the split. For example, you may need a specific alignment for a pole trick. Performance-based flexibility goals tend to creep, so individuals don't even get a chance to celebrate success. They achieve a split, but it isn't the right alignment; it takes too long to warm up or doesn’t look like someone else’s. Performance goals may be appropriate if you are motivated, clear about what you want to achieve, and are already progressing well. They may be unhelpful if you are feeling stuck or uncertain.
In contrast, mastery goals involve learning new skills or increasing existing abilities (Bailey, 2017). This could include strengthening your range, translating your flexibility to your apparatus, improving the active flexibility of your range or exploring a different way of training your flexibility. Mastery goals encourage problem-solving and active engagement in the process (Bailey, 2017). You dont fail to achieve mastery goals; you learn what doesn’t work for you. You may end up achieving things you never even considered.
Along with the type of goal (The what), it is important to consider:
1) The context of the Goal (Your why)
Start with a needs analysis:
What is the current situation, and how will you know you have succeeded?
What needs to be done to achieve your goal?
What resources do you have?
What resources do you need that you dont have?
You are trying to identify gaps in resources, knowledge, performance or process. You will need to fill these gaps to achieve your goal.
Consider your motivation to achieve your goal. Ask yourself:
How motivated are you to achieve your goal out of 10?
If your answer is anything less than 10, why is it not 0?
Write these down. They are your why. It can help to reflect on the values that underpin these reasons to keep yourself motivated.
2) Setting the goal (The What)
Before deciding the type of goal that best suits your needs, consider the following;
How confident do you feel about achieving your goal?
If you are confident, close to achieving your goal and know what you need to do, consider setting SMART performance goals.
If you feel motivated, have a big goal or aren't sure what to do to achieve your ambitions, open or mastery goals are for you.
Along with setting goals, you need to prioritise them. Focusing on one or two flexibility goals at a time will make achieving them in a reasonable amount of time more likely.
3) Planning (The How)
Without a plan, goals are just a dream. Your plan needs to:
Detail your commitment. What are you going to do to achieve your goal? Write it down so you can hold yourself accountable.
Include strategies to overcome likely barriers. For example, What is your plan if you need to miss a training session because of work? What if you start to lose motivation to train?
Include a plan for monitoring or feedback. For example, how often will you check your progress? Do you have a way to track your training? Are you going to check in with a coach? Are you going to use photos or videos to measure your progress?
4) Follow-up
Goal follow-up is an essential and often missing part of a good plan. Consider:
How will you reinforce progress towards achieving a goal?
Reward works better than punishment. You could treat yourself to a massage for consistency with your training or a pamper session when you get your calf down in your split. Celebrating little wins is important. Dont rely on a sense of achievement; treat yourself.
Similarly, have a reward planned for when you achieve your goal.
