When asking most people before a contest, whether it be a rugby match or a spelling bee, what they want, they will inevitably say, “I want to WIN.” Who doesn’t? I have yet to meet anyone who competes that says they don’t care if they win as long as they have fun. That was fine when we were six, but it isn’t going to cut it now. So, how do we do it, and how do we win?
The answer that you are looking for may be found in goal setting. Too many teams overlook this factor, which may be considered the most critical training tool available to any team. It doesn’t cost anything but time and maybe the difference between an 8-8 record and a 14-2 record. The reason most units overlook goal setting is that they assume that everyone on the team wants the same thing; to win, and the responsibility to win is placed squarely on the shoulders of the coach, and so is goal setting. What most coaches need to understand is that every individual on the team has different goals for themselves as a part of the team. I stress individuals because everyone on the team is different. They have other attributes and attitudes, which are evident in a sport like rugby and can be seen in every training session and game. It is the coach’s responsibility to bring these individuals together as a team, and the easiest way to do that is by setting team goals.
Let’s be clear: winning is not a goal; it is the outcome or result of achieving the purpose (s) we set as a team.
To get the maximum results from the goals that we have set, we must follow a few fundamental principles; the S.M.A.R.T. principles, which stand for S – specific, M – measurable, A – attainable, R – realistic, T – time.
- S: specific. To achieve a goal, it has to be precise. For example, our goal is to win 50% more of our games than last year. Let’s use the model above with the previous year’s 8-8. To achieve our goal of 50% more victories, we now have a plan to achieve a 12-4 record. Please keep in mind that this must be a goal agreed upon by every team member. Also, know that another goal setting is required to reach this record; how are we going to get to that record has to be answered, what we have to do as a team to get there, what attitude is needed, what training requirements are needed, and so on.
- M: measurable. Can our goal be measured? If we use the goal of winning 50% more games, then the answer is yes; it can be measured by the number of wins and losses we achieve. If we say that we want to play better as a team, even though we can feel if we played better, it isn’t something that we can measure. I’m sure we have all been a part of games when we didn’t play well but still came away with the win and vice versa; we played great but lost. Playing better isn’t measurable, but winning 50% more of our games is.
- A: attainable. Can we win 50% more of our games this year than last? Can this be achieved? If your team has a record of 16-0, then it is impossible and can’t be attained, but our 8-8 history turning into a 12-4 form can be achieved. We have to remember that everyone on the team has to believe that it is attainable, not just the coach or a select few. Without the collective agreement of the group, the goal may not be achieved.
- R: Realistic. The biggest problem most coaches face is the reality of the goals they are striving to achieve. For example, our record last year was 2-14. To say that our goal is to have a record this year of 12-4 isn’t very realistic. The team must believe that the plan can be achieved, or they will not buy into it. We have to make sure that we set a goal that everyone thinks we can reach. If we develop too high a plant, most of our players will recognise this and not put in the effort needed because it’s too unrealistic. The mentality will be, “why to kill me for something that isn’t going to happen?” On the other hand, if we set our goal too low, we will get the same effect, “I don’t need to put in much effort to achieve that goal.” As a coach, we hope we never see this mindset in our rugby players because it directly reflects our ability to help the team set realistic goals. When we set a goal that everyone on the team thinks we can achieve, they will all put in the effort necessary to achieve that goal.
- T: time. A big problem that arises when goal setting is that we don’t set a specific date to achieve the goals we have set out. Using the example of winning 50% more games and having a 12-4 record seems like the time is already set out for us; by the end of the season. However, to ensure that we achieve our goals, we must break them down into smaller goals. For example, after our first four (4) games, we need our record to be at the minimum of 3-1 to have a realistic shot at attaining 12-4. After eight (8) games, we need to be 6-2.
We only used one example to show team goal setting, but we can’t stop here. To achieve this goal, we must devise the proper strategy and action plan. It isn’t enough to say we want to win 50% more of our games; anyone can say that. As a coach, it is our responsibility to set goals with all of our players for them to achieve their individual goals and attain the desired team goals.
