The Mental Game

SMART goal setting is the gold standard for achievement and success. Michel & Daniels (2002) said that goal-setting is “quite easily the single most dominant theory in the field, with over a thousand articles and reviews published on the topic in a little over 30 years.” In 1990, two researchers published a book that caught the attention of many people in business and management circles. Edwin Locke and Gary Latham developed a theory of goal setting, providing a framework for achieving success. They said that whether we are consciously or unconsciously pursuing our goals, we do so nonetheless, and this goal-directed action shares three common features;* Self-Generation The actions of living organisms are fuelled by a source integral to the organism.* Value Significance All goal-directed behaviour has value significance for the organism in terms of its survival.* Goal Causation Goal attainment is caused by consciousness, the person's vision, expectation, and imagination for a future state.Locke and Latham were highly critical of the behaviourist view. Behaviourism stated that your actions are a consequence of environmental contingencies. In other words, your behaviour is a consequence of the promise of reward or the threat of punishment. Instead, Locke and Latham stated that there is causal efficacy of consciousness in goal pursuits. In other words, goal pursuit is caused by consciousness. Goal Setting Theory assumes that human actions are directed by conscious goals and intentions.The SMART Goal Setting FrameworkThe SMART framework is derived from Locke & Latham's work on Goal Setting Theory. Cognitive behavioural therapies, such as Acceptance and Commitment Therapy (ACT) (Hayes et al., 2006), take it a step further, suggesting that setting goals guided by our values is of critical importance. Therefore, before setting any goals, it is essential to clarify the underlying value(s) that drive these objectives. There are different versions of this acronym. In Harris' version, taken from the book The Happiness Trap, SMART stands for:S - Specific: specify the actions you will take, when and where you will do so, and who or what is involved. Example of a vague or non-specific goal: “I will spend more time with my kids.” A specific goal: “I will take the kids to the climbing wall on Saturday.”M - Meaningful: The goal should be personally meaningful to you if it is genuinely guided by your values, rather than trying to please others or avoid pain. If it lacks a sense of meaning or purpose, check in and see if it is really guided by your values.A - Adaptive: Does the goal help you to take your life forward in a direction that, as far as you can predict, is likely to improve the quality of your life and that of others? Is it adaptive?R - Realistic: The goal should be realistically achievable. Take into account your health, competing demands on your time, financial status, and whether you need to develop new skills to achieve it.T - Time-bound: To increase the specificity of your goal, set a day, date and time for it. If this is not possible, set as accurate a time limit as you can.Download the worksheets* Personal Values Worksheet* SMART(er) Goal SettingWhat are the benefits of achieving this goal?What are the potential pitfalls and what will you do if they arise?Write a commitment statement.Follow the Russ Harris worksheets hereEssential Mental Skills Is Launching SoonThe Essential Mental Skills Course is launching soon. It is a structured introduction to mental skill development and contains lecture videos, slides, resources, a workbook, and kicks off with a live group Zoom orientation call. This course brings together what I've learned from my 30 years in business, 10 years in psychology, lecturing and private practice experience in a single system to help you achieve better mental health and optimise your performance in work, sport or business. Find out more and join the waiting list here. Get full access to Peak Performer at peak.humanperformance.ie/subscribe

Establishing and recording personal values is a beneficial practice for several reasons, and psychological research provides valuable insights into the advantages, including greater clarity and awareness, increased intrinsic motivation, and sharper decision-making. Goals that are aligned with those things in life that are important to you are more likely to be achieved. Once you have established your values, you're set to work on your goals. Use this FREE Personal Values worksheet to establish your values. Once completed, use this Goal Setting Worksheet to set values-based goals.Cognitive behavioural therapies, such as Acceptance and Commitment Therapy (ACT) (Hayes et al., 2006), suggest that setting goals guided by our values is of critical importance for not only success, but also everyday wellness. Therefore, before setting any goals, it is essential to clarify what value(s) underlie these goals. Recognition of your values helps with;Clarity and self-awarenessDefining and recording personal values can lead to greater self-awareness. Research by Sheldon and King (2001), published in the Journal of Research in Personality, suggests that self-awareness is linked to greater life satisfaction and overall well-being. By identifying and recording their values, individuals can gain clarity about what truly matters to them, which can guide their decision-making and provide a sense of purpose.Goal setting and motivationPersonal values can serve as a source of motivation, helping individuals set meaningful goals. According to self-determination theory (Deci & Ryan, 1985), aligning one's goals with their intrinsic values can enhance motivation and persistence in achieving those goals. This connection between values and motivation can lead to increased goal attainment.Decision-making and ethicsEstablishing and recording personal values can assist in ethical decision-making. A study by Forsyth (1980) in the Journal of Personality and Social Psychology suggests that individuals with well-defined values are more likely to make ethical decisions, as their values serve as a moral compass for their actions. This is important for both personal and professional life.Stress reductionUnderstanding and adhering to personal values can reduce stress and promote well-being. Research by Schwartz and Cieciuch (2016) in the journal "Psychological Topics" suggests that living in alignment with one's values is associated with greater life satisfaction and lower psychological distress. This can help individuals better cope with stressors and challenges.The framework for goal-setting, as outlined in the worksheet, encourages you to set goals that facilitate development.* An immediate goal* A short-term goal* A medium-term goal* And a long-term goalRecognising your values, choose a domain of life that is important to you, an area where you wish to establish greater meaning and purpose (e.g. Work). Write down a graduated series of goals, from small, simple goals that can be achieved immediately to long-term goals that may not be achieved for months or years but that you will be working towards. We'll talk more about the SMART process tomorrow.Download The Worksheets* Personal Values Worksheet* SMART(er) Goal SettingEssential Mental Skills Is Launching SoonThe Essential Mental Skills Course is launching soon. It is a structured introduction to mental skill development and contains lecture videos, slides, resources, a workbook, and kicks off with a live group Zoom orientation call. This course brings together what I've learned from my 30 years in business, 10 years in psychology, lecturing and private practice experience in a single system to help you achieve better mental health and optimise your performance in work, sport or business. Find out more and join the waiting list here. Get full access to Peak Performer at peak.humanperformance.ie/subscribe

Welcome to 30 Days of Mental Skills, where I'm breaking down the 9 core psychological skills of peak performers. Each day, I'm posting a new video discussing a key aspect, including Mindset, Motivation, Goal Setting, People Skills, Self-Talk, Mental Imagery, Managing Stress, Emotional Agility, and focus and attention. This material is adapted from my lectures on the Performance Psychology module, which I taught to undergraduate students. Be sure to check out Essential Mental Skills to find out more.The first thing to say is that you can't. Motivate yourself, that is. You cannot muster sufficient willpower to overcome the challenges that await you. Willpower has limits, it is a finute resource. You know this already, surely. Despite our best and honest intentions, most of us fail in our pursuit of goals. They say, don't do the weekly shopping when you're hungry, avoid social gatherings when you're off the drink, and don't go on holidays when you're in the middle of a fitness plan. It's all because these things are potential banana skins in the pursuit of goals. In moments of weakness, our best intentions let us down. There are other factors, of course, such as maybe we took too big a leap, or we didn't create the right environment, or we didn't have sufficient peer support. In other words, motivation is not something you can switch on and off.Motivation, just like other mental skills, is not a conscious faculty. Instead, you either have it or you don't, and it's either intrinsic or extrinsic. It's something we tap into once our goals are aligned with our values. I'll discuss this more in the next video, but for now, it's essential to know that motivation comes more easily when our goals are aligned with our values. Willpower, or self-regulation, comes into it too, but researchers seem to agree that it appears to be a finite resource. You can influence it, however, and you do so by building a support group around you, hiring a coach, and creating a structure that will help you succeed. That's where this material is headed.Here's an article on this topic;Essential Mental Skills Is Launching SoonThe Essential Mental Skills Course is launching soon. It is a structured introduction to mental skill development and contains lecture videos, slides, resources, a workbook, and kicks off with a live group Zoom orientation call. This course brings together what I've learned from my 30 years in business, 10 years in psychology, lecturing and private practice experience in a single system to help you achieve better mental health and optimise your performance in work, sport or business. Find out more and join the waiting list here. Get full access to Peak Performer at peak.humanperformance.ie/subscribe

Despite popular belief, money doesn't motivate people. I ran a few ad hoc polls on this topic with readers in the past, and generally, most people “believe” that money is a significant motivator of behaviour. According to this idea, if you want to get people to do what you want, pay them. And if you want them to do better or do more, pay them more, like a bonus. When they have financial skin in the game, people are more likely to be more productive.But alas, it's not true.Harvard Business Review, the respected business and management publication, as much as I cringe at their hyperbole and corporate rhetoric, produced a good summary of findings back in 2013. Apparently, though, no one listened.First up is a study by Timothy Judge and colleagues in 2010. They conducted a meta-analysis of studies examining the relationship between pay and life satisfaction. Results from 92 independent samples suggested that pay level was correlated with job satisfaction at 0.15 and with pay satisfaction at 0.23. For those unfamiliar with statistics, results below 0.4 are considered weak. In gross terms, pay has little or no relation to happiness.In a later study, the same authors said, “Employees earning salaries in the top half of our data range reported similar levels of job satisfaction to those employees earning salaries in the bottom half of our data range” (p.162). Gallup's research on engagement at work also reported no significant difference in employee engagement by pay level.A classic study by Ed Deci, Richard Ryan and Richard Koestner in 1999 found that their meta-analysis of 128 studies examining extrinsic rewards had a negative impact on intrinsic motivation. The authors reported that engagement-contingent, completion-contingent, and performance-contingent rewards significantly undermine free-choice intrinsic motivation. In contrast, positive feedback enhanced both free-choice behaviour and self-reported interest. Remember what I mentioned in yesterday's video on the effects of a positive environment?In their concluding remarks, the authors say, “Careful consideration of reward effects reported in 128 experiments leads to the conclusion that tangible rewards tend to have a substantially negative effect on intrinsic motivation, with the limiting conditions we have specified. Even when tangible rewards are offered as indicators of good performance, they typically decrease intrinsic motivation for interesting activities.”Why is this? I explain in the video. Watch it, let me know your thoughtsEssential Mental Skills Is Launching SoonThe Essential Mental Skills Course is launching soon. It is a structured introduction to mental skill development and contains lecture videos, slides, resources, a workbook, and kicks off with a live group Zoom orientation call. This course brings together what I've learned from my 30 years in business, 10 years in psychology, lecturing and private practice experience in a single system to help you achieve better mental health and optimise your performance in work, sport or business. Find out more and join the waiting list here. Get full access to Peak Performer at peak.humanperformance.ie/subscribe

Let's discuss motivation. Self-Determination Theory says that human beings are active organisms with evolved tendencies toward growth, mastery, and integration of new experiences into a coherent sense of self. These natural tendencies toward growth and development are automatic, however. The social context is an essential factor, and it can either support or thwart our development. And so, there exists a dialectic relationship between the organism and its social context. This is the basis for SDT's predictions about human behaviour, experience, and development. It is formed aroun d three basic assumptions;* Autonomy: The human need to self-regulate our experiences and actions* Competence: Our basic need to feel effective and masterful in a given discipline* Relatedness: Our feelings of social connection and meaningful relationshipsSDT speaks of psychological “nutriments” for healthy human development and functioning, and we realise these through the fulfilment of basic psychological needs for Autonomy, Competence, and Relatedness. To the extent that these psychological needs are satisfied on an ongoing basis, people develop and function along healthy lines. However, if these psychological needs are thwarted, people will more likely experience the absence of well-being and sub-optimal functioning.The darker aspects of human behaviour, such as psychopathology, prejudice, and aggression, are understood as reactions to thwarting of basic psychological needs. In other words, where our basic psychological needs are not supported, we develop compensatory or defensive strategies. We literally have to fight for psychological survival. In overly controlling, rejecting, critical, and negative situations, we are more likely to become self-protecting, self-focused, defensive, aggressive, and antisocial.Ryan and Deci's theory of self-determination refers to these basic psychological needs as proximal satisfactions and says that they are, in the most profound sense, the essence of human thriving. The research suggests that in all social contexts, be that work or play, where there is support for our satisfactions, we express our curiosity, creativity, productivity, and compassion for others to the highest levels.Essential Mental Skills Is Launching SoonThe Essential Mental Skills Course is launching soon. It is a structured introduction to mental skill development and contains lecture videos, slides, resources, a workbook, and kicks off with a live group Zoom orientation call. This course brings together what I've learned from my 30 years in business, 10 years in psychology, lecturing and private practice experience in a single system to help you achieve better mental health and optimise your performance in work, sport or business. Find out more and join the waiting list here. Get full access to Peak Performer at peak.humanperformance.ie/subscribe

Welcome to Day 4 of 30 Days of Mental Skills. Today I'm discussing Two Thinking Systems, or Dual-process Thinking. Dual Process Thinking is a fundamental concept that explains how our minds process information and make decisions through two distinct yet complimentary systems of mind. Understanding this concept of mind can help us develop the mental skills required for peak performance. Nobel laureate Daniel Kahneman proposed it in his groundbreaking work “Thinking, Fast and Slow.” This influential theory reveals the intricate workings of human cognition, providing crucial insights into how we handle everything from split-second choices to complex problem-solving in our daily lives.System OneSystem 1 represents our fast, intuitive, and automatic thinking processes. This system operates continuously in the background, requiring minimal cognitive effort and energy expenditure. It excels at quick pattern recognition, emotional processing, and handling routine tasks that we've mastered through repeated exposure and practice. When we recognize a friend's face in a crowd, instinctively brake while driving, or respond to immediate dangers, we're engaging System 1.System TwoSystem 2 embodies our slower, more deliberate thinking processes. This system handles complex calculations, logical reasoning, and careful decision-making. It's the mental mode we use to solve mathematical problems, analyse complex arguments, or make important life decisions. System 2 thinking requires focused attention and is characterised by methodical analysis rather than quick intuition.The analytical nature of System 2 allows us to engage in abstract thinking, consider hypothetical scenarios, and plan for the future. This system is particularly crucial for learning new skills, understanding complex concepts, and making decisions that require careful consideration of multiple factors.These two systems don't operate in isolation but rather in a continuous dance of interaction. System 1 generates quick impressions and intuitions, which System 2 can endorse or question. System 1 encounters uncertainty or complexity beyond its capabilities, so it calls upon System 2 for more detailed analysis. This interplay allows for efficient decision-making while maintaining the ability to engage in deeper analysis when necessary.Essential Mental Skills Is Launching SoonThe Essential Mental Skills Course is launching soon. It is a structured introduction to mental skill development and contains lecture videos, slides, resources, a workbook, and kicks off with a live group Zoom orientation call. This course brings together what I've learned from my 30 years in business, 10 years in psychology, lecturing and private practice experience in a single system to help you achieve better mental health and optimise your performance in work, sport or business. Find out more and join the waiting list here. Get full access to Peak Performer at peak.humanperformance.ie/subscribe

Within field of psychology, Locus of Control is considered an important aspect of personality and behaviour. Julian Rotter was a behaviourist but he also understood the role of cognition in learning and development and originally developed the concept in the 1950s. Locus of Control refers to a person's perception about the underlying main causes of events in their life. Or, more simply, it is how you believe that your destiny is determined or controlled by you or by external forces such as fate, God, or powerful others.Rotter held the view that behaviour was largely guided by environmental "reinforcements," or rewards and punishments, and that through contingencies such as rewards and punishments, individuals come to hold beliefs about what causes their actions. These beliefs, in turn, guide what kinds of attitudes and behaviours people adopt. Rotter stated that where we place that locus will either reinforce or punish our actions. An internal locus of control will lead to a reinforcement of that behaviour, and the behaviour will continue. An external locus of control, on the other hand, will cause the behaviour to extinguish – why would we continue to try if the outcome is outside of our control?So we can see how locus of control is a factor in the development of growth and fixed mindset. Essential Mental Skills Is Launching SoonThe Essential Mental Skills Course is launching soon. It is a structured introduction to mental skill development and contains lecture videos, slides, resources, a workbook, and kicks off with a live group Zoom orientation call. This course brings together what I've learned from my 30 years in business, 10 years in psychology, lecturing and private practice experience in a single system to help you achieve better mental health and optimise your performance in work, sport or business. Find out more and join the waiting list here. Get full access to Peak Performer at peak.humanperformance.ie/subscribe

Hello friends, welcome to day two of 30 days of mental skills. I'm Larry Maguire, this is humanperformance.ie, and yesterday I introduced you to this programme, this 30 day programme where I get into some detail on psychological skills. Those skills that are fundamental to achievement, success and, of course, well-being, not only in sport and in business and so on and work, but also in general life, broader life, relationships and so on. Simply living well, engaged in meaningful, purposeful work and play.These skills allow us to engage with others, achieve good things, ordinary things, daily wins things as simple as achieving a positive result with a hobby like learning how to I don't know mould clay or grow vegetables or or build a business—it doesn't matter. Psychological skills are at the foundation of human success and wellness and so on. Over the next 30 days I'm talking about those things today in particular I wanted to talk to you about the mental skill that lies at the centre of this framework—Mindset.Essential Mental Skills Is Launching SoonThe Essential Mental Skills Course is launching soon. It is a structured introduction to mental skill development and contains lecture videos, slides, resources, a workbook, and kicks off with a live group Zoom orientation call. This course brings together what I've learned from my 30 years in business, 10 years in psychology, lecturing and private practice experience in a single system to help you achieve better mental health and optimise your performance in work, sport or business. Find out more and join the waiting list here. Get full access to Peak Performer at peak.humanperformance.ie/subscribe

I teach my clients the psychological skills, not only of peak performance in work and sport, but of everyday living and wellbeing. These are skills for life, not just for material gain and worldly success. Material gain and worldly success come as a consequence of developing these skills, so if a better life circumstance eludes you, start with this. Every day for the next 30 days, I'll be bringing you a key aspect of these mental skills and explaining how you can develop them in yourself. They are fundamental to wellbeing and success in all fields of human endeavour, and the science of psychology has demonstrated this since the early 20th Century with the work of people like Norman Triplett and his study of elite cyclists (1898), and Robert Yerkes' work on stress and arousal (1908).The 9 Mental SkillsI recently wrote a lengthy article detailing the 9 Mental Skills. It breaks down the psychological and emotional components involved in peak human performance according to the highly respected psychologist, Dr Jack Lesyk. I have modified the terminology somewhat, but the core principles remain the same. Here is a brief introduction to the 9 Mental Skills;1. MindsetAt the core of the Mental Skills Model is Mindset. According to Carol Dweck, there are broadly speaking two types of mindset; fixed and growth. People with a fixed mindset believe that skills and abilities, personality and intelligence are fixed. You get what you have at birth and these remain largely unchanged throughout life. Those with growth oriented mindset believe these things can develop and grow, and that every failure is an opportunity.2. MotivationEd Deci, one of the founders of Self Determination Theory, says that motivation is “the energy for action. It's what gets us up in the morning and moves us through the day”. Intrinsic motivation os the most powerful, and connecting with this motivational force is key to doing our best work. Over the next 30 days, I'll explain how motivation works.3. Goal SettingSuccessful people set clear, realistic goals and hold themselves accountable, or they have others, such as coaches or peers, who help them with accountability. Goal-setting theory is foundational in its proposal for the attainment of goals, and highlights that specific, challenging goals enhance performance more than vague or easy ones. But beware; there is a dark side to goal setting.4. People SkillsRelationships shape performance, whether in a team, with a coach, or against an opponent, on the stage, in a business; our capacity to read ourselves and others effectively is an essential skill. These skills include communication, empathy, compromise, leadership, and cooperation and are central to team cohesion and success. I'll teach you about people skills.5. Thinking Skills (self-talk)How we talk to ourselves in the privacy of our own minds is a key factor in determining our behaviour. If you talk negatively to yourself, if you remind yourself of all the times you failed, you will be less inclined to take the action necessary to get you to where you want to be. Positive yet honest self-talk is vital. I'll show you how to develop this skill.6. Mental ImageryMental Imagery is a key skill in preparation for any event or occasion, and, in fact, for what we expect of tomorrow. It is the mental rehearsal required by performance, and requires the employment of all five physical senses. We rehearse every moment in the privacy of our own minds, so what are you rehearsing?7. Stress and Anxiety ManagementAccording to early studies, (Yerkes and Dodson, 1908), pressure and stress are not only a part of performance but are almost necessary. However, they become detrimental when they are out of our control. The goal isn't to eliminate anxiety, but to manage it effectively. Over the next 30 Days, I'll teach you the skills you need to manage anxiety.8. Emotional AgilityAccording to psychologist and author, Susan David, “Emotional Agility helps us to navigate life's twists and turns with self-acceptance, clear-sightedness, and an open mind”. It aligns with Steven C. Hayes' concept of Acceptance & Commitment, in that accepting current conditions is the starting point for processing challenging life events. I'll teach you the skill of Emotional Agility.9. Focus & ConcentrationFinally, we have Focus and Concentration. This skills can be found wherever we are in what Mihaly Csikszentmihalyi called, Flow State. When we perceive that our skills and experience can meet the challenge, Flow will most likely arise. There are ways we can cultivate Flow and I will tech you these over the next 30 days.These are like mini-lectures, and they are free for your to access. Subscribe on Substack to get notified of each new video.Essential Mental Skills Is Launching SoonThe Essential Mental Skills Course is launching soon. It is a structured introduction to mental skill development and contains lecture videos, slides, resources, a workbook, and kicks off with a live group Zoom orientation call. This course brings together what I've learned from my 30 years in business, 10 years in psychology, lecturing and private practice experience in a single system to help you achieve better mental health and optimise your performance in work, sport or business. Find out more and join the waiting list here. Get full access to Peak Performer at peak.humanperformance.ie/subscribe

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Discussing the TFOW article from this week on Cognitive Offloading. You can read that here; Join me for my next live video in the app Get full access to Peak Performer at peaknewsletter.substack.com/subscribe

Welcome to this week's edition of Peak Performer. If you like this work and obtain value from it, consider sharing this episode with a friend and posting a comment. Many thanks for your support!Welcome to this episode of Peak Performer. Today, we will explore the intricate and often misunderstood topic of performance anxiety, a challenge that affects not just elite athletes but amateurs, workplace professionals, students, and performers in every walk of life. Joining me is Dr. Dylan Colbert, a sports and performance psychologist with a background in behavioural science and human intelligence. Dylan works with sports people, teams, and people in work and business, helping them master the psychological skills required for peak performance. In our conversation, we explore the origins and consequences of anxiety, how it manifests itself depending on the individual and context—the playing field, the boardroom, or the classroom—and how we can better prepare and manage ourselves in response. Dylan shares his insights into why we feel the way we do under pressure and highlights the common misconceptions that often worsen our experiences.We also break down practical, evidence-based techniques for managing anxiety and stress. Pre-event preparation to ensure you step up with confidence, In-the-moment strategies that help you stay composed when it matters most, and Post-event reflections using a structured framework to learn, grow, and build resilience.Whether you're an aspiring athlete, a professional looking to deliver in high-stakes workplace situations, or someone navigating personal challenges, you can get actionable strategies you can use immediately. We also discuss the critical difference between self-criticism and constructive self-evaluation, showing how shifting your perspective can transform your mindset and performance.Major Talking Points* Understanding Anxiety: Causes and Misconceptions – (00:04:00)* Manifestations of Anxiety in Athletes and Professionals – (00:07:02)* Catastrophising: How Thoughts Escalate Negatively – (00:13:01)* Evaluating Performance vs. Criticism: The Difference – (00:20:33)* Stress: Its Role in Performance and Misinterpretations – (00:23:27)* Practical Strategies to Manage Performance Anxiety* In-the-Moment Techniques (Breathing, Relaxation) – (00:28:27)* Pre-Event Preparation (Meditation, Relaxation Practices) – (00:33:45)* Post-Event Processing (Four Cs Framework) – (00:36:48)* Bridging Psychological Concepts to Everyday Practice – (00:41:04)* Closing Remarks and Resources from Dr. Colbert – (00:42:55)Contact Dr. Dylan Colbert* Linkedin: https://www.linkedin.com/in/drdylancolbert/* Facebook: https://www.facebook.com/drdylancolbert/* Insta: https://www.instagram.com/drdylancolbert/* Email: drdylancolbert@gmail.comPeak Performer is a reader-supported publication. To receive new posts and support my work, consider becoming a free or paid subscriber. Get full access to Peak Performer at peaknewsletter.substack.com/subscribe

Welcome to this week's edition of the podcast. If you like what I'm doing here, share this episode with a friend, and post a comment. Many thanks for your support!Welcome to episode 15 of Peak Performer. Today, we're exploring the mental skills that elite performers use to excel in their fields, whether it is business, education, sport, the workplace or elsewhere. The skills we'll discuss in this episode can be developed and refined by consistent practice, like any other skill. These mental skills can help to regulate our psychological and emotional state, prepare us for big events, and help us cope effectively with the unforeseen.At Peak Performer Podcast, I bring you the latest research and practical advice on performance psychology, mindset, and motivation. Our goal is to provide you with the tools and techniques that top performers use to stay at the top of their game. Each episode is packed with expert interviews, scientific insights, and actionable tips to help you unlock your full potential.> Read this in-depth article for more on psychological skillsEpisode ContentIntroduction to Psychological Skills TrainingPsychological Skills Training (PST) is a systematic practice of mental skills aimed at enhancing performance and increasing enjoyment across various domains, from sports to business. This training involves techniques for self-regulation, mental preparation, and recovery, making it essential for high-level achievement.1. Cognitive RestructuringCognitive restructuring involves changing negative thought patterns into positive ones. It's about reframing experiences to manage stress and improve performance. By altering our automatic responses, we can cultivate a more constructive mindset.How to Apply It:* Accept that things will not always go according to plan* Replace self-defeating thoughts with positive affirmations.* Practice reframing negative experiences in a supportive environment.2. Self-RegulationSelf-regulation is the ability to control one's emotional and physiological responses to stressful conditions. This skill is crucial for maintaining optimal arousal levels and managing anxiety during high-pressure situations.How to Apply It:* Partner with someone who will hold you accountable.* Maintain a balanced diet and take short breaks to manage stress.* Practice deep breathing exercises.* Meditate daily for 15 mins.3. Mental RehearsalMental rehearsal involves imagining and feeling a performance scenario in advance to prepare mentally, emotionally, and physiologically. This practice engages the same neural pathways as actual performance, helping to build confidence and reduce anxiety.How to Apply It:* Visualise your routine in detail, focusing on the process rather than the outcome.* See, hear, smell, taste, and feel as you would in that actual situation.* Use mental rehearsal as part of your daily preparation routine.4. Self-TalkSelf-talk refers to the internal dialogue we have with ourselves. Positive self-talk can enhance performance by reinforcing confidence and focus. Negative self-talk can have a detrimental impact on performance.How to Apply It:* Be mindful of your internal dialogue and replace negative thoughts with encouraging ones.* Use short, positive cues during practice and performance to boost morale.* When things don't work out, speak to yourself as you would a friend.5. Goal SettingEffective goal setting guides actions and maintains motivation. Rather than rigidly pursuing specific outcomes, focus on process-oriented goals that enhance daily performance.How to Apply It:* Establish your values - know what you stand for. This is your anchor in the world.* Set SMART, values-based, and process-focused goals.* Stay present and concentrate on improving 1% each day rather than fixating on long-term outcomes.ConclusionPsychological skills are vital for achieving peak performance in any field. By incorporating cognitive restructuring, self-regulation, mental rehearsal, self-talk, and goal setting into your routine, you can enhance your resilience, focus, and overall performance. Remember, the journey to excellence is continuous, and these skills will help you navigate the ups and downs along the way.Thank you for tuning in to this episode of Peak Performer Podcast. Be sure to subscribe and stay connected for more insights and strategies to help you reach your peak. Until next time, keep pushing your limits and striving for greatness!Discount Code: QADISC30 for 30% off Work & Business CoachingGet free ResourcesBook a coaching sessionSubscribe to the newsletterSubscribe on YouTube Get full access to Peak Performer at peaknewsletter.substack.com/subscribe

Welcome to this week's edition of the podcast. If you like what I'm doing here, share this episode with a friend, post a comment. Many thanks for your support!The Myers-Briggs Type Indicator (MBTI) is one of the most popular personality tests in the world. Developed by Katharine Cook Briggs and her daughter Isabel Briggs Myers and based upon Carl Jung's work, it categorises individuals into 16 distinct types based on four dichotomies: Introversion vs Extraversion, Sensing vs Intuition, Thinking vs Feeling, and Judging vs Perceiving. Despite its widespread use in a variety of settings and its apparent utility (Pittenger, 1993)1, from corporate team-building to personal self-discovery, the MBTI has faced significant criticism from the scientific community.Although influential, Jung's work is mainly considered speculative (Mayer, 2005)2 and not subjected to rigorous scientific testing. His typology was derived from clinical observations rather than systematic research, making it a weak foundation for a personality assessment tool. In contrast, modern personality psychology relies on empirical studies to validate theoretical constructs and measurement instruments.Read the full articleI am a registered test user with the British Psychological Society. I provide tests and test administration in workplace settings in areas such as leadership, personality, motivation, ability, intelligence and others. Find out more about assessments and how they can help you in your career and business.Get Evidence-Based Psychometric AssessmentsGet free ResourcesBook a coaching sessionSubscribe to the newsletterSubscribe on YouTube Get full access to Peak Performer at peaknewsletter.substack.com/subscribe

Peak Performer is a reader-supported publication. Sign up here to get new articles, episodes and other content to your inbox. For one-to-one coaching, go here. To hire me for talks and workshops, get in touch here or post a comment on any article.Unlock the secrets of personality in this webinar recording, "Understanding Personality." Dive into the science and psychology behind what makes us who we are. Whether you're in leadership looking to enhance team performance, a manager aiming to improve people skills, a parent looking to understand your children, or you're simply curious about the intricacies of human behaviour, this webinar is for you.Join me for this enlightening session that explores some of the core theories of personality, covering over 150 years of research and practice. You'll gain valuable tools to understand yourself and others better, paving the way for more effective communication and stronger relationships in both work and personal life.This webinar is suitable for people seeking to get better results in their life and work. Stop acting on impulse and being a slave to automatic responses. Understand why you think and act the way you do. Learn to understand personality and let yourself and others off the hook. Your life will be better for it.Peak Performer is a reader-supported publication. To receive new posts and support my work, consider becoming a free or paid subscriber.The webinar "Understanding Personality" delves into the intricate and multifaceted study of what defines us as individuals. It explores various theories and perspectives developed over more than a century of dedicated research, shedding light on the complex interplay of traits, behaviours, motivations, and emotions that shape our identities.Peak Performer is a reader-supported publication. Sign up here to get new articles, episodes and other content to your inbox. For one-to-one coaching, go here. To hire me for talks and workshops, get in touch here or post a comment on any article. Get full access to Peak Performer at peaknewsletter.substack.com/subscribe

Peak Performer is a reader-supported publication. Sign up here to get new articles, episodes and other content to your inbox. For one-to-one coaching, go here. To hire me for talks and workshops, get in touch here or post a comment on any article.Welcome to Peak Performer. I'm Larry Maguire, a work and organisational psychologist. Some people refer to my field as industrial-organisational psychology or occupational psychology. My primary interest lies in understanding the behaviour and performance of individuals in the workplace. This broad field encompasses various topics, including leadership, motivation, well-being, and the mental skills required to perform optimally at work.One of my core philosophies is that meaningful work, which holds personal significance and purpose, naturally benefits others and leads to personal fulfilment. This approach aligns with intrinsic motivation theories, where the primary drive comes from within, rather than external rewards like profit. When we engage in work that matters to us, it often resonates with others, eventually leading to financial sustainability, though this is not the primary goal.In my professional practice, I operate on three main fronts. First, I work as a private practice psychologist, assisting individuals in addressing challenges related to their work, career, and personal lives. It's essential to recognise that work and personal life are intertwined; issues in one area inevitably affect the other. This overlap has become even more pronounced with the rise of remote work, blurring the lines between home and office.Sign up here to get new articlesFor one-to-one coaching, go here. To hire me for talks and workshops, get in touch here or post a comment on any article. Get full access to Peak Performer at peaknewsletter.substack.com/subscribe

In this podcast episode, I'm reading Chapter 3 of Stewart Cotterill's The Psychology of Performance and discussing the difference between self-confidence and self-efficacy. Throughout this reading, I interrupt the narrative to offer my own input, clarity on certain aspects, and tips and advice on how to build up your sense of efficacy.

It has been difficult to keep two podcasts on the go and do either of them well, so The Mental Game is to be subsumed by The Sunday Letters Podcast. I find that I'm talking about the same material in each case, making it difficult to decide where an episode belonged. I'm thin on time too, and if I want to be effective, then I must let one podcast take my full attention. If you've been a listener to The Mental Game, you will essentially get the same content on The Sunday Letters Podcast. I'll be talking about all things work, but more specifically, commanding your own work. If there is a core message in the material I write and record, it is the importance of finding meaningful and fulfilling work and being brave enough to step into it. Subscribe & listen to Sunday Letters on your favourite player Spotify | Apple Podcasts | Google Podcasts | Pocketcasts | | Substack Recent Episodes You'll find essays on the following topics; The Future of Work An examination of how daily work has changed and continues to change due to global social, political, technological and economic shifts. How will AI impact jobs of the future, and what will humans do every day when robots are doing the work? I'll look at the benefits and the pitfalls. Unworking Unworking is a redefining of daily work. These essays will critique how we work today, how we have worked, and how we may use the psychology of creativity, behaviour and performance to take command of our daily work. Society & Culture From time to time, I may be inspired to pen an essay in this category that takes a broader look at how we live and work. I'll look at aspects of the self, both individually and collectively. Listen & Subscribe to Sunday Letters

In this week's episode of The Mental Game, I'm talking with Rob O'Donohue from Gartner Consulting on how to create positive workplace culture for small organisations. You'll learn in this episode that even if you are a solo business owner, you can begin to create the right workplace culture for the future. The seeds planted now while you build your business will be vital for positive workplace culture and growth later.

Why do airline manufacturers hide potentially catastrophic faults from their customers? Why does big tech use behavioural psychology to take advantage of young developing brains? And why do car makers hide vehicle emission data from the public? At the core of these breeches, is unethical decision-making by business leaders with concern for profit at all costs. Unethical Leadership results from a skewed sense of priority, a heightened sense of self-importance, and

Self-determination is an important concept when considering the human motivation to work and perform. Self-determination theory (SDT)1 explains human motivation, and according to Edward Deci, it is “the energy for action. It gets us up in the morning and moves us through the day”. Motivation allows us to make personal choices based on survival, integration, and work with others and allows us to feel we have control over the direction of our lives.

Over lockdown, I had been considering formats for some new content on work. Settling on an audio series, the loose plan was to meet up with people from diverse backgrounds and record our conversations around the question; how do you feel about daily work? So as restrictions eased last month, I nabbed Dr Jonathan Murphy, a former psychology lecturer of mine and now senior executive learning and development at Enterprise Ireland for a chat. Cumiskey's Pub, Dublin 7 was the venue and over several hours we discussed topics such as social media and free speech, Chomsky on academic freedom, the meaning and purpose of work, and in this short clip, the benefits of a psychology degree to all areas of life and work. (No pints - unfortunately!) The following 4 min clip is an intro to the longer publication of our conversation due out in September as part of the series on Work. I'll be asking supermarket workers, barristers, dentists, unemployed people, nurses, and a variety of other professions, how they feel about daily work. Subscribe to The Performatist to receive these personal and sometimes moving conversations. Guest Profile Dr Jonathan Murphy Dr Jonathan Murphy is a learning & development specialist with Enterprise Ireland. A former lecturer and researcher, he currently works with senior business leaders and c-suite teams to enhance their non-cognitive skills and strategic leadership capabilities. His background is in the cognitive neuroscience of learning & memory, decision making, human performance, and entrepreneurship and innovation. LinkedIn | Twitter Transcript Larry (00:00):When you were a kid, what was the goal? What did you want to be? Jon (00:08):I can't honestly remember when I was, like under 10 or 12. I think as a teenager, I dabbled with the idea of being a musician and did the whole thing as a teenager, played in the band and I actually went to college to study that. I studied music and media management at college, and I loved the first year of doing that. And then in second year, I realised as with most things in life that it's going to be who you know in the industry and not what you know. And I think one of the things that I'd tell this advice to anyone coming out of college or anyone in a job that they're not happy with, you know, it's; try and build your network, try and like the importance of human relationships actually getting in and sitting down in front of somebody and building a relationship that way is really, really important. Um, the importance of saying yes to opportunities. So oftentimes we're really busy. We tend to limit what we do. We limit ourselves to stuff that we're comfortable with. I think, one of the things we introduced for final year students was the employability and action module, was going out and doing volunteer work. Now I'm in two minds on volunteer work because I think there are exploited practices that go on there massively in psychology. Huge, right. I wrote an article in the Irish Psychologist in 2017 or 18, that was around the health of academic psychology. And it was [advocating for] making a better future for psychology graduates, and also showing them opportunities outside of academia and outside of the usual stuff. So I can remember, you would have been told in first-year and maybe throughout the degree, would have been all of your various sub-disciplines in psychology, but it wasn't really expressed to an extent it was, but the skills that you develop the way in which you can transfer them over to be very useful in areas of whether it be, project management or whether it be sales roles or whether it be in eh… Larry (02:18):It really is fundamental, isn't it? Like I found that... I mean, I did it the other way around. I had a practical life experience and then went into academia. Jon (02:29):And how did you find that then? Did you find that it was stuff that was completely out of whack with your experience?

In the pursuit of success, we can lead ourselves astray. Caught up in how we might be perceived, or in anticipation of the prize, we lose our focus. The work itself becomes less important than the material results. This is detrimental to high performance. High performance can only ever be seen in retrospect. In other words, it's only when the job is done do we get to see the fruit of our work. It's a paradox; we've got to forget about making it happen and get into the work for its own sake. Rewards will be a reflection of our degree of focus, and focus is self-activating - we can't force or coerce it. It is a case of the self becoming absorbed in the work rather than being an observer of it. All thought about our performance takes us out of the work. It is a consequence of the absence of the thinking self that success comes about. Support this work

In this episode, we will explore the autotelic personality and the aspects of the self essential for peak experience in work, sport and indeed life. We will also explore the nine optimal conditions for Flow according to psychologist Mihaly Csikszentmihalyi. High performance in all domains of work and play requires it, and the degree to which we may cultivate these aspects of personality will almost certainly influence our performance results. Want to become a better actor, writer, craftsperson, athlete or business person? Consider these 9 aspects of the autotelic personality and work consistently to build them in yourself. Read about The Autotelic Personality --- Support my work

The Performatist is a concept of the individualised, yet universal self. It is that version of humanity that grows out of self-direction and autonomy. The Performatist is the one who makes a dent in their own particular corner of the world. Whether that dent is small or large is irrelevant. What is important is that we become the active agent in command of our own work and life experience. This is not a narcissistic, neo-liberal capitalist position that insists you must be the quintessential entrepreneur, take on the world and conquer it. In fact, in this philosophy, material gain and wordly recognition are secondary or even tertiary to the primary motivation. The Performatist is someone who is self-determined, self-directed, but humanistic and in tune to the impact of their actions on others. To The Performatist, there is nothing to gain except inherent enjoyment of the work, and no one to conquer except themselves. In this way, The Performatist is the one who follows their own path, not for success' sake, but for the enjoyment of the work itself. Read more about becoming The Performatist Support my work

In today's episode, I'm exploring 5 key psychological skills of elite performers. Elite performers in all fields of work, sport, the arts, and beyond, possess psychological skills that enable their higher level output. Research reports that psychological skills training, comprising psychological techniques and strategies for self-regulation and mental preparation & recovery, is an essential component in high-level achievement. So, if we want to excel, we must adopt and perfect these mental skills. In this article, we will explore five important psychological skills, offer support from findings of empirical research, and suggest ways by which you can develop these skills in yourself. OK, let's retrain your brain. Read; 5 Key Psychological Skills of Elite Performers Support my work

Read more about The PERMA Model; humanperformance.ie/what-is-resilience In the late 1960s, the father of positive psychology Martin Seligman and his research associate, Steven Maier, were part of a team that discovered the phenomena “learned helplessness." They found that dogs, rats, and mice, when subjected to mild electric shock over which they had no control, would learn to accept it, making no attempt to escape. It was later shown that human beings act the same way. They learn to be helpless. Over many years of research, Seligman and colleagues discovered that about 30% of subjects never become helpless. The reason why, he says, is optimism. Seligman subsequently developed a means to assess responses as either optimistic or pessimistic. They discovered that people who refuse give up, have the habit of seeing setbacks as temporary and changeable. In other words, they feel they can do something about it. The researchers realised they could, as Seligman said, “immunise people against learned helplessness, against depression and anxiety, and against giving up after failure by teaching them to think like optimists.” Over his years of research, Seligman found that the most satisfied, contented people were those who had discovered and exploited their unique combination of what he called “signature strengths,” such as humanity, temperance and persistence and developed the PERMA model of psychological wellbeing. Support my work

Read The Definitive Guide To Resilience Resilience in all domains of performance be it work, sport or otherwise, in simple terms, is said to be our personal ability to cope with, and bounce back from adverse conditions. As such, it is an important aspect of the performer's repertoire, be it considered a stable trait, or and dynamic process. (We'll discuss more on the the question of stable trait versus dynamic process later). It is resilience that helps us face down difficulties, think creatively and find solutions to problems. It's what makes us go deep and stay long, longer than most. Psychological resilience helps us endure hard training sessions, dips in business and income, death of loved ones, embarrassment and defeat while retaining the will and determination to come back for more. If one thing is certain in life, it is change. When positive, change makes us smile. When negative, change challenges us like nothing else. The passing of a loved one, a serious illness or accident, the loss of a job, the death of a business–every situation will affect each of us differently. It brings unique thoughts, feelings and emotions to the fore, demands our attention and often shifts our mindset. Studies have shown that we adapt well over time to dramatic change, a component of this adaptation is resilience. Carol Dweck in her 2017 book Mindset, says that resilience forms part of a “Growth Mindset”. Dweck suggests that a fixed mindset is, “believing your qualities are carved in stone,”. In contrast, a growth mindset is “the belief that your basic qualities are things you can cultivate through your efforts”. Read more about Resilience Subscribe --- Send in a voice message: https://anchor.fm/the-mental-game/message