Digital Lunch and Learn Video Series
January 2020 - Setting Goals for The New Year
View Transcript | January 2020 | Setting Goals for The New Year Video
Hi, everyone, we're gonna go ahead and get started just so, you know, everyone is automatically muted on entry when they come in and that's just to avoid some feedback.
I anticipate we're gonna have a few folks continue to join us as we get the presentation underway.
So, we do that just to minimize the feedback I have gotten a couple of messages that some folks are having a hard time getting on, for whatever reason.
So, if you happen to know of a coworker that that might be happening to if you could just ask them to completely exit out of the web WebEx and try to get back into it, hopefully, that will remedy the problem for them. So without further ado, let's get started, my name is Danny hill.
I'm one of the health educators here at Optima, and today we're gonna talk about goal setting. It seems like an unbelievable time of the year to do that for certain prior to getting into the nitty gritty of the presentation.
Just wanted to give you a little bit of background. As I mentioned, the, the phones have been muted if you could do it on your end as well that's just we know on both ends we've taken care of that. And hopefully we'll eliminate that feedback down for everyone. That's joining us today.
You can send any questions that you have, or comments that you'd like to make during the presentation through the chat feature. If you're unfamiliar with the webx platform.
What I asked you to do was just move your mouse around on your screen and on the bottom of your desktop screen, you should see a ribbon of circles that will appear and one of them look similar to a text message bubble.
If you click on that, the chat feature will come up on the right hand side of your screen, and you can go ahead and send those messages in.
And I'll address them as they come in, hopefully or hold them to the end depending on what kind of comes up in there and we should have plenty of time for those questions. At the end. The last thing on here is that the presentation is being recorded.
And you see the URL of where it will be posted after that time. So it should be up there in the next day, or two after after the recording has come through. If you have anybody that you'd like to forward it on to.
So they can view, it feel free to do that, or if you want to refer back to it on your own, you're welcome to it'll stay up there indefinitely. So, we hope that you take advantage of having that up there, and that's actually going to be the route that all of these recorded presentations will be out.
We're gonna have one one a month. So, if you can't make next month, but you want to look at it, it'll be up there. Just like this one will be.
Let's go ahead and get into our topic today. It's gonna be about goals. We're going to define what that means understand a little bit about the goal setting process and then talk about some real world examples or tools that we can use. When it when it comes to goals.
So what are they exactly? I mean, we all kind of have an idea of them, but if you took it from a more of a research based background, there's a clear definition of goals.
And basically what that is, is mental representations of a desired outcome. And we use the process of goal setting as a vehicle to get to those desired outcome.
So a good example might be a dartboard. So, if you think about, if you, if you're trying to shoot a darted dartboard, the goal is to hit the bull's eye.
And that kind of serves as a goal for anyone that's playing starts right? That makes sense. Well, the mental picture that you might use is, you're holding the dart in your hands. Most of us look at it and think okay. Hit the bullseye. Right?
And then our goal setting, our action plan for that is, you might say, okay, I'm just gonna stare right at the middle of the bull's eye and that way I'll land on it. And then the physical action that we do is, we throw the dark.
No, I don't know about for most of you. But, this is how my dartboard typically looks when I'm throwing darts. So there may have been some part of that process. That we underwent. That didn't end up giving us a desired outcome.
That we had hope for. But if we enhance our goal setting, we might be able to get to that desired outcome again when we try the next time.
So the example of darts that might mean aiming a little bit higher than the bullseye that we were kind of compensating for the acceleration of the dark at the end of our throw or it might be throwing that a little bit harder based on whatever feedback we get from the first time we throw that dark will readjust and do something different to try to still get to the same end goal.
So, throughout the bulk of the presentation today, I'm gonna ask you to focus on goal setting and that's what we're gonna talk about. What you really think about that, that middle process and our definition here. We are pretty good at picturing what we want.
We're pretty good at at acting on it in terms of knowing that we've got to do something to make that mental picture come through, but it's this middle part, this achievement plan or the goal setting that sometimes we struggle with.
And that's what we're gonna focus on today so that hopefully will be more efficient to hit our figured of bullseyes. Whatever they may be.
So, let's talk a little bit about the goal setting part. If you're a note taker, I recommend that. You just put your pen and paper down for this section of the presentation. We're gonna cover it pretty quickly. This is a section that you're gonna see a couple of fancy words.
They don't mean a great deal, but at the end of the presentation, you'll you'll see how they come together for now just feel free to absorb the information.
I'll let, you know, when you need to pick up a pen, if you're interested in doing that, but think back, how many times have you had a new year's resolution? That's fizzled out after a few weeks. Let's take the dark throwing example that we just talked about in a moment.
And that moment, when you're throwing dark, she might be really determined to hit the bullseye. And after some time, you might get distracted by other aspects of your life. He might lose interest. You may not be making a lot of progress that you're quit.
You might start making time to practice throwing darts. We've all done that. And that is referred to as the intention behavior gap.
Basically, what it means is that we have a failure of translating our intentions into actions.
You were to take a deep dive into health behavior, change theory. You'd learn about what barriers there are that make it difficult for us to change our actions around things like died or exercise or sleep or whatever goals you have set in front of you.
However, research on goal setting in the past several years has yielded some strategies for helping people set and achieved desired goals. And these strategies are broken down into two parts.
The first part, our, our goal characteristics and the other part is our action plan. So, we're going to talk a little bit about both of these two.
Kind of strategies, if you will that we can use to make our goal setting the most powerful that it can be. So first is our goal characteristics and you'll see them listed here. We're gonna go through them.
The first one is this approach and avoidance goals. So approach and avoidance goals are exactly what it sounds like.
If your goal is to move towards something more desirable, it's an approach call. If your goal is to move away from something less desirable. It's an avoidance goal. Here's an example.
Let's say our overall goal is to start eating better. If we use an approach goal, that might mean that we're gonna put more fruits and vegetables into our diet.
We're gonna move toward a more desirable way of eating and avoidance goal would be to stop eating fast food.
We'll be moving away from an undesirable way of eating and although either, one of these can be used to reach an overall goal is better diet studies have shown that this approach.
Route these approach goals are associated with greater, positive emotions. We think better about ourselves. We feel better ourselves.
We tend to be more successful while avoidance goals usually have fewer positive thoughts, greater negative emotions. And if that think about that, that's that's pretty much. True.
You feel like with an avoidance goal, you're kind of taking something away from yourself, whereas with an approach goal, you tend to feel like you're adding something to your, your life.
The next type of characteristics are these performance versus mastery goals these terms really explain concept as something that we call self advocacy and this is our perception of how well we do something.
So, let's go back to our start. Our dart throwing example from before an individual who's played darts a hundred times is probably gonna have a higher self efficacy about hitting the bull's eye. And someone who has never thrown a dart in their life.
The performance goals involved, judging and evaluating our ability to do something. Right?
We we take our skill set as we have it now, and we put it to the test and then we we sit back and look did my skill set allow me to do something. Whereas the mastery goal is, where we build upon our current skillset.
Our current abilities, and we learn new things as we go. So we'll, we'll give you an example of this one.
Let's say that we have a performance goal of losing ten pounds, right? We're gonna take our skillset and we're gonna lose ten pounds.
A mastery goal is putting is using actions as vehicles to achieve that performance goal. What's research has shown is that performance goals usually fall flat without mastery goals there to help us do that.
And that's because when we're struggling with with one, master, Regal, let's say it's eating healthy launches. For example, there's another master goal that we can continue to work on.
Let's say, go going walking, for example, to get to that performance goal to get to that ten pounds of weight loss.
I'm having someone that's mentioned that it sounds like the call is breaking up. For some reason. If you're hearing that I would just recommend exiting out of the or just hang up your phone and call back into the meeting.
So, because we view mastery goals is something that we're working on, we tend to accept our small setbacks better and we can kind of course, correct. Emily falling off.
So, let's let's go back to our examples from before let's talk about the goal of healthy, eating healthier lunches. Let's say we've been doing.
Really, really bad that way. We haven't done very good at it but we're still seeing a little bit of weight loss because we've increased our physical activity. Right? We started going walking or we started doing, like a wreck sports league or something.
So, we're still losing weight, but we haven't adjusted our diet as well as we should have we know that we're still reaching that goal and we may have a little bit of motivation now to get our healthy eating back on track instead of just throwing in the towel for good and then in that way, most mastery goals help us to promote self advocacy.
Here's the squared again. We're more likely to stick to something that we feel like we're making progress on.
Our last goal characteristic is difficult goals versus easy goals, put simply challenging goals produced better results than easy goals. And there's a key to why that's the case.
Usually goals can only be difficult if there is an element of and here's the last fancy where you'll see today intrinsic motivation. Basically, you wanna do something for your own reasons. Right?
You're not trying to achieve a goal for someone else.
It's for you, and again what research has shown us is that those goals that are intrinsically motivated and they're challenging are the most rewarding and therefore they're associated with newer and enhanced skills.
Better resources are thoughts that stick with you. So that the goal turns into a long term behavior change. So you have to have a lot of inward motivation in order to make a challenging goals successful.
I'm gonna give you another example of something that I used.
But one of the things that I read, when I was looking at some good resources for this presentation is that you shouldn't climb Mount Everest if you've never gone on the high. Right? So you don't want to make these goals.
So challenging that they're impossible. But they should feel like they're out of reach and so here's the one I'll give to, you.
About forty years ago my husband and I decided that we're gonna completely cut added sugar out of our diet and we did okay. At first with avoiding sugary beverages and suites and stuff like that.
But the real challenge came from avoiding the added sugar that was in everything else. So our cereal or sandwich bread or pasta sauce all of all of the things where that hidden sugar is truly hidden.
And when we dropped the obvious sugar out of our diet, we saw some change in our weight. But we also noticed that we had more energy that we had lost or cravings.
And so we had some serious intrinsic motivation going on because we were seeing the benefit of that diet change. And so now we're not completely sugar free in our diet now.
But we've learned a lot from that behavior change that we can jump back into it more easily when we're getting that intrinsic motivation coming back. We learned about different substitutions in cooking.
We learned about products that were the best option, alternative choices at, you know, restaurants and stuff like that. So, I gained skills. I added skills from my performance. My regular skillset.
I added an enhanced on those skills in that mastery goal so that I can accomplish that goal again when I set it.
And that gave me a much higher self advocacy, whenever we decide to tackle that goal again.
So hope you're noticing that there's a theme of this self, advocacy term, something, and how you feel in your ability, you're perceived ability to do something.
It plays a key part behavior change and that's exactly what we want when we're trying to achieve our goals.
Alright, so we've talked about gold characteristics now we're going to quickly move to creating an action plan.
And so, action plans, basically specify where, when, and how a goal is gonna be implemented, they should be short term. They should provide us feedback so that we can adjust as we need to.
And let's talk a little bit about this.
So let's say our overall goal is to get better sleep and the way that we've the way we've got a couple of action plans that may help us get there all three of these plans answer either win or how we're gonna get better sleep.
They should be beneficial in terms of a quick timeframe that way we can reevaluate them to determine if they're working closely related to action planning, as coping planning, which is the process of anticipating barriers or challenges that might interfere with us acting out on our plan.
Acting out on our, our goal, and it'll make it easier to overcome this barriers when they get presented to us. So, whereas an action plan is desired to initiate desired actions.
The coping plans are designed to shield action plans from being completely derailed. But here's our example.
Maybe we buy black out curtains that might be considered a coping plan if our bedroom gets a lot of early morning sunlight, or you might consider turning off our devices to get better sleep.
Maybe a coping plan for that action would be that we could our center phone for only certain notifications to come through our certain phone calls to come through that time. For a minute that way. We're minimizing our overall disturbances as we sleep throughout the night.
So, you can see how any three of these might be an action plan or a coping plan, but we have ways to, to build in some barriers to keep us from falling off of our, our goal.
So, now that we've discussed a little bit about the background of goal setting, we need to put it together we need to put it in a way that we can create tools. And I've got a tool for you here. This is a good time to grab your pen and paper for interested in taking notes.
We're gonna talk about that's really important acronym that you've probably heard before, in terms of goal setting, and that's called smart goals.
So, I'm gonna the goal that I've decided here is to start exercising more for the new year. This is our example of our goal.
I might achieve this goal, but I've given myself a lot of room to fail and if you think back to the goal characteristics and action plan, that we just talked about, we can build in some detail to this goal to achieve it.
And so this, the smart acronym basically is taking what we just talked about in terms of those characteristics, and that action plan, and it's putting it in a way that's gonna make it easier for us to build a goal. That's gonna be the easiest for us to achieve.
So, the first part of the smart plan is to be specific clearly, identify your desired outcome, rather than simply saying I'm gonna exercise more.
You might put in there a specific amount of time that you're going to exercise every week. So, what I put below is how we're building on that original goal and says, I'm gonna exercise more. I'm gonna say more specifically. I'm gonna exercise for two hours every week.
Or next letter is to be measurable, we need to indicate objective ways to track our progress something that we can tangibly look at and determine. Am I quantifying the amount of time? I'm exercising into two hours a week right?
So, maybe to make it measurable, we might say I'm gonna exercise for two hours every week and I'm going to track my progress by logging my workouts. It doesn't mean that you have to have any kind of fancy device or anything. That might simply be just on your calendar, or on a, in a notebook.
You just write down? Yes, I worked out for fifteen minutes today. Worked out for twenty minutes. Jd added up at the end of a week. Is it a hundred and twenty minutes? Did you reach two hours?
Next we want it to be attainable and or action oriented, and, or there's some interchangeable words that you can use for the letter a, and acronyms. So, let's talk about attainable first.
This goes back to our discussion of making goals difficult versus easy in that word intrinsic motivation that we talked about.
The difficulty of a goal is reliant on how much intrinsic motivation you have and also how much self efficacy you have.
So you want to adjust your goal so that it's just out of reach something that you can get to, but it's going to require a little bit of work to get there. It's not you're not climbing Mount Everest when he's never gone on the hike. Your somewhere in between.
The next day to consider is, is it action oriented so you might want to specify which actions that you're gonna need to take in order to achieve achieve your goal.
And again, we talked about our action plan is answering the questions of when where, and how, and that's exactly how you do that.
And lastly, it may or may not need to be. In some cases, you might be working with a group to retrieval think about a family goal that, you know, your whole family is gonna work together to get healthy. For example.
And in that case, everyone might need a clear role to help the group achieve that goal. So, let's say, for the example that we have on our screen about exercising every two hours, every week, we're going to track our progress to make it measurable.
And then, I've got a buddy that I'm gonna do it with and so it's gonna be a to Jane and I and we're going to commit to doing two group x group, exercise classes, every week and that's gonna make it action oriented. Right?
So we know when where and how we're gonna get to that two hours a week.
Next we need to make it realistic. Alright, we need to break our long term goals into short term goals. Remember, we talked about these action plans that you have to be able to adjust them and modify them and tweak them if you need to course. Correct?
And you need to realize, you know, what, maybe, maybe working out at the gym just wasn't for me, maybe group exercise classes. I didn't like him. So you need to be able to to to switch routes if you need to.
So we need to break them into short term and that way, they're just more readily achievable and help to keep us motivated as well. So, in our example, here, maybe we take our two group exercise classes a week, and we break them down.
So, now, I'm gonna try to get to two hours a week of exercise. I'm gonna track my exercise progress in my workout logs.
I'm gonna go to the gym with Jane, but maybe we're gonna start out by doing just two, thirty minute group, exercise classes, every week to begin with and then we're gonna add classes as we go. Right? So, maybe, I know two hours. Not something.
That's a team of attainable for me right now. I need to be realistic. Maybe I can step it back and make a short term goal that I can build to my long term goal.
And, lastly, we want it to be time bound so we want to set a start date and we want to set an end date for every goal. And when that end date arrive, you can reflect and adjust if necessary to continue towards your goal progress.
So, in this example, we might give ourselves a timeline of how we're gonna go from maybe one hour of exercise to two hours of exercise every week. So, in our example, here, our goal is to get to two hours a week again. We're gonna log it.
We're gonna go with Jane Jane, and I are gonna do two, thirty minute group exercise classes every week to start and then we're gonna add one additional thirty minute class every few weeks. And our goal is that we're gonna get to four, thirty minute classes by one month.
So you can see here as I've developed this goal. What I found for myself is I'm going to give myself a four week timeframe to get to two hours a week.
And I have all of these vehicles and burial removals in the process.
So, you can see look at our original goal and look at our smart goal.
We've given ourselves a lot more again definition to help us achieve this goal and we set it up in a way that kind of checks all the boxes from our gold characteristics that we talked about before this goal is an approach goal.
We're moving toward a desired behavior of exercising more. It's a mastery goal, because we've given ourselves and ability to build upon our skill set that we already had. Right? So group exercise classes are our vehicle.
Now we have a defined way to get there.
It's difficult so we have a target that's that it is increasing incrementally over the course of a month. So we're gonna continue to strive towards it.
It's gonna make it just out of reach and we have an action plan. We've answered when where, and how we're gonna get to this call. And lastly, we have a cooking plan. Let's say group exercise classes.
I mean, that prepares for weather, and we can also do a group exercise classes at home Jane and I can get together at home and do something online if we want to. So, we've built in all of these layers to kind of shield us from, from hitting a barrier.
I'm in the process.
So, I'm gonna pause here for a second I'm gonna leave up the words if you want to jot them down and if anybody wants to send any questions in through the chat feature,
I think this would be a great time to pause and reflect back on this information because we went through it somewhat quickly.
One of the things that I would say that came to me when I was in the process of of developing this presentation is, you know, obviously at the end of the day.
We know that goals, even if we set them up this way, we still have a risk of not reaching them. So, I think what's important is that you really focus on that intrinsic motivation. How motivated are you really? Right?
So, if it's if it's a weight loss, is it something that is really motivating you or is it more of something that's going on that's preventing you from losing weight? I'll give you my example if I wanna lose weight, I can say I wanna lose weight.
I wanna lose ten pounds, but what is it about? My, my lifestyle that's keeping me from doing that already is it my diet? Is it a lack of exercise? Is it?
Because I have a lot of stress in my life and so I can't, I tend to let that hold me back. So you might want to look at goals in that respect to, to understand. Maybe it's not.
Maybe the goal itself isn't giving me the intrinsic motivation. I don't have that self efficacy to achieve that goal because that goal maybe too broad.
So of the specificity of it, like, in the smart goal that s is is important for that reason, because it could be that whatever we need to do is gonna get us to our long term desire. But it's actually one specific behavior change that we need to work on.
So I haven't seen any questions come in. So I'm going to keep moving.
I wanted to bring up to you our page here on the Optima health website, and I'm gonna share my screen so that you can see it live.
Doesn't matter if, if you are Optima insured or not, you can access this information.
So, I'm gonna go to optimal house dot com and I'm gonna do a forward, slash my life my plan and all of the preventative wellness information is gonna be on this page.
Under the prevention and wellness tap here, click on it and these are all different programs that our department puts together that are specific to prevention.
So, if you have any goals that are, quote, unquote, like traditional health goals, you might want to take a look at some of this stuff. Here. This might be give you a good jumping off point or at least give you some good resources.
One other thing that you should know is that on this page down here at the bottom will be where that link will exist for these recorded presentations. If you want to access them.
I'm sharing my screen, we'll come back over to the presentation, make sure I haven't gotten any questions and I have it.
The other thing I wanted to also mentioned to you is your program, whether you have it through Optima or to another carrier that might be a really good place to to look up a little bit more about goal setting.
But also, the programs tend to have more information on goals that are for our overall well, being so emotionally well, being socially well, being mentally well, being, even things like financially well, you may find some information there.
So, if you're really just stuck on some good jumping off place for, for your goal, that might be somewhere to to start. At the moment, I don't have any presen or I don't have any questions coming in so I'm gonna go ahead and unmute everyone.
Make sure I don't have any there. Did anybody have any questions? So they wanted to ask her over the phone.
Alright, I'm gonna take that as a. no, so nice and quick. Nice thirty minutes that we're done. I appreciate you. Joining us today, what I'm gonna do is I will send out this presentation recording to you through email. You should be getting that tomorrow.
It usually takes.