Fit and Ready for Action
At the most basic level, an attitude is a feeling or evaluation towards something, that is, our likes and dislikes. So, we can have an attitude towards just about everything, from foods, to people, to situations and courses of action. If we look at the Latin origin of the word ‘attitude’ it means ‘fit and ready for action’. So, attitudes create ‘a mental state of readiness’. Just like athletes on the starting line they provide the’ get ready and steady’ before the ‘go’. However, although they prime us ready for action, it doesn’t mean that we will always ‘go’. Attitudes don’t necessarily lead to behaviour; they just set up the mindset to make it more likely. So, for instance, you may have the attitude that going to the gym and eating healthily are good for you but that doesn’t automatically mean that you’ll follow up on this and do either of them.
Coaching as Attitude Change
As a social psychologist I have incorporated my specialism of attitudes into my coaching practice. Essentially the coaching process is a process of attitude change. Part of the process involves exploring attitudes to the self, the way the world works and our place in it and the benefits of setting goals. For many of us our first experience of goal-setting is the ill-fated new year’s resolution that tend to fizzle out after a few weeks. So perhaps it is not surprising that goal-setting, for some people, has a bad name. However, this attitude may prove a barrier to personal and professional development. We know that one of the conditions to maximize learning is to start with a positive mental attitude. It’s more difficult to retain knowledge if you resent having to learn it!
Attitudes have three components (ABC): affect (feelings), behaviour (actions) and cognitions (thoughts) and . Coaching deals with thoughts and feelings about ourselves, the world and how we act and interact in the world. It’s often expressed as ‘the viewing influences the doing, and vice versa’. Coaching can help to change feelings and thoughts and create a mental state of readiness for action. Goal-setting provides that extra nudge to take action. It’s often said that ‘if there ain’t goals then it ain’t coaching’.
In order to explore your attitudes to goal-setting, here is a brief quiz.
Are You Ready for Goal-Directed Action Quiz?
For each of these statements just answer (circle) true or false. For the purposes of this test there is no maybe.
- True or False? I’ve done alright so far, so why bother with goal-setting now?
- True or False? If I achieve my goals, people will expect even more of me.
- True or False? I get weighed down by the idea of a constant, lifelong pursuit of goals, and yet more goals.
- True or False? If I don’t try then I won’t fail.
- True or False? I don’t need to set goals.
- True or False? Things tend to work out as fate intended whether or not I set goals.
- True or False? I don’t want to feel constrained by goal chasing.
- True or False? Goals are just another way of getting us to ‘tow society’s line’.
- True or False? All the energy I spend setting goals may as well be used to get the job done.
- True or False? I’m just not a goal-setting kind of person.
What do your goal-setting quiz results mean?
If you answered ‘false’ to most of the questions it suggests that you are ready to take the plunge and set goals. Otherwise, you may already been routinely setting and achieving goals. If you answered mostly ‘true’ it indicates that you are not mentally ready to set goals. Perhaps you are more inclined to let the hand of fate sort it out. That isn’t resolution; that’s resignation.
Goals as Future-Desired Outcomes
There is debate as to whether we have all become somewhat ‘goal-obsessed’. This is more of a problem if you are just setting goals for goals’ sake. If the ‘future desired outcomes’ for your goals are personally meaningful to you, then goal-setting can help to streamline the personal development process. It take a lot of the ‘hit and miss’ out of the process. So, review the questions in the quiz and consider the ‘true’ questions. What evidence can you find to challenge these statements? Have you attitudes to goal-setting changed (enough for you to give it a go)?
In my early coaching training, I learned to use goal-setting models (in the form of acronyms) and have developed some myself – GO-FLOW). However some people prefer not use such a prescriptive system. In my coaching practice I use Solution-Focused Brief Coaching which involves a series of focused conversations. Instead of acronyms, I ask questions to tap into your imagination, take stock of your strength, skills and achievements and ask you to consider small meaningful steps forward. Although I structure the process, each time its very different depending on the client who decides what the steps should be.
We all have goals. We all value and pursue different things. Goal-setting methods and systems can help us to signpost the way forward and encourage and motivation us to take action. After all, if there ain’t action then they ain’t goals.