Setting “SMART” goals.


The setting of realist and achievable goals by a participant is essential in allowing them to undertake a purposeful and challenging activity. The setting of poorly defined goals does not motivate a participant to either commit to, or finish, the section. The role of the Award Leader in heliong the participant set suitable goals is therefore a crucial responsibility. This must be done in consultation with the relevant subject matter expert – normally the Activity coach or Assessor – in the given activity that a participant chooses to complete.

A weak goal may simpley describe an activity without adding sufficient detail either to measure success or set a target. For example, “playing the piano” is a goal that just explains the activity; a smarter goal wold be “playing the piano to a certain standard and performing at the school’s musical concert”. 

Are your targets S. M. A. R. T. ?


Are your logs personal and do they show progress towards your target?

What did you plan to do?

What did you actually do?

What went well? How can you improve next week?


Goals should be periodically reviewed in discussion between participant, Award Leader and Activity Coach / Assessor. It is important that a realistic goal is established and remains so. It should be subject to revision if necessary. The goal should also motivate a participant to finish their activity rather than cause them to give up because the task is too difficult.