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Which kicking scenario will you use to test your accuracy?

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Which kicking scenario will you use to test your accuracy?

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Remember the test will be done at the beginning and end of the unit. You can adjust and challenge yourself, be creative! Make sure the test you choose can be measured and repeated.

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What is self-talk?

Self-talk is the way you talk to yourself, or your inner voice. You might not be aware that you're doing it, but you almost certainly are. This inner voice combines conscious thoughts with inbuilt beliefs and biases to create an internal monologue throughout the day.

Self-talk is important because it has a big impact on how you feel and what you do. It can be supportive and beneficial, motivating you, or it can be negative, undermining your confidence.

What is negative self-talk?

Negative self-talk is when your inner voice is excessively negative, sounding more like an inner critic. It is pessimistic and focusses on the bad. It erodes your confidence and stops you from reaching your potential. It can make you feel like you are going to fail before you start.

It can sound like "I'm never going to be able to do this", "I'm no good at this", or "I've tried everything - nothing works".

Negative self-talk can be repetitive and often does not reflect reality. It can lead to rumination, which is repetitive with intrusive negative thoughts.

How can self-talk affect your mental health?

Your self-talk can affect your mental health and your relationships with others.

If you mainly think negatively about yourself, you will feel bad most of the time. This can drag you down or if you're down, it can be hard to get back up. Negative self-talk is often experienced by people who have depression or anxiety. The constant negative chatter can be overwhelming and difficult to break out of.

Negative self-talk can make it more difficult to deal with chronic pain. It can also affect a person's sexual confidence and body image.

Negative self-talk can lead to stress and a tendency towards perfectionism.

Tips to stop negative self-talk

Negative self-talk can become repetitive and overwhelming and often feels like it's true. To break out of that cycle try these tips:

Be aware of what you're saying to yourself. Just the act of stopping and recognising negative thoughts for what they are, is the first step to working through the problem. Ask yourself, would you talk like this to someone else?

Challenge your thoughts. Ask yourself - is it true? (often it's not). Ask yourself if there's another explanation or way of looking at a situation. Remember that many things you worry about don't happen. Much negative self-talk is exaggerated.

Put your thoughts into perspective (so what?). Try and look at things from a different perspective. Perhaps from a different person's perspective. Try writing your thoughts down or saying them out loud. Ask yourself will this matter in a few year's time?

Stop the thought. You can do this 'thought stopping' technique visually - by imagining the thought being stopped or squashed etc - or by having a little ritual.

Replace the thought with a neutral or positive thought. Ask yourself - what is a more helpful thought?

It can take some time to recognise your negative thoughts - remember they have been part of you for a long time and it can take up to 3 months to change old habits. Over time though you can replace the unhealthy negative thoughts with more positive ones. Practice makes it easier.

What are the benefits of positive self-talk?

If you mainly think positively about yourself, you will feel good and optimistic most of the time. Research shows that positive self-talk can:

Tips to improve positive self-talk

Practise thinking good things about yourself. Very simply, practise seeing half a glass as being half full, rather than half empty.

Identify your strengths as part of your self-talk, and accept compliments for what you achieved. A helpful way to improve positive self-talk is to look, think and act in a positive way. Surround yourself with positive and optimistic people.

Try to turn negative talk into neutral or positive self-talk.

Resources and support

If you find negative self-talk overwhelming, talk to your doctor about it. They may also give you a referral to a mental health professional who can work with you. You may be eligible for a mental health care plan.

There are also number of cognitive behavioural therapy (CBT) programs that may help. For more information contact:

ReachOut - online resources to help with self-talk and self-confidence

SANE Australia (people living with a mental illness) - call 1800 18 7263

Beyond Blue (anyone feeling depressed or anxious) - call 1300 22 4636 or chat online

Black Dog Institute (people affected by mood disorders) - online help

Lifeline (anyone having a personal crisis) - call 13 11 14 or chat online

Suicide Call Back Service (anyone thinking about suicide) - call 1300 659 467

Last reviewed: February 2022

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Self-talk is the way you talk to yourself, or your inner voice. You might not be aware that you're doing it, but you almost certainly are. This inner voice combines conscious thoughts with inbuilt beliefs and biases to create an internal monologue throughout the day.

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Focus: when, where and why kicking is used in the video?

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Learn how to kick a drop punt, what are some of the key elements

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How to Play AFL - 5. Kicking a Drop Punt

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Why is being able to kick accurately important?

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Why is being able to kick accurately important?

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What are the different types of kicks used? Which is the most accurate?

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What are the different types of kicks used? Which is the most accurate?

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Different kicking styles

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Drop Punt

The Drop Punt is one of the most common styles of kicking in Australian football because of its perfect accuracy. In this way of kicking, the ball is dropped from the hands down almost to the ground, to be kicked so that it will rotate in a backward end over end spinning motion while travelling through the air. It is mostly used when the player is too far from the goal posts.

Torpedo Punt

The torpedo punt is the longest type of punt kick. Here the ball is held at an angle in which it can spin through its long axis. This makes the ball cover the extra distance. It makes it difficult for the opponent team to catch the ball. If kicked correctly, it can travel up to 80 metres distance.

Checkside Punt

It is also known as the banana punt. The checkside punt when kicked, bends away from the body towards the direction respective to the foot used. Here mostly the outside boot is used to curve the ball towards the target which is on an angle. The ball is held at an angle before kicking in order to experience the check side.

Free Kicks

In Australian football, a free kick is a kind of penalty awarded by the field umpire to the opponent player if a player has broken a rule or infringed with opponent players. When a free kick is signalled, the player stands on that spot where umpire signals for free kick and retreats backward in order to kick the ball over the player standing the mark.

There are no restrictions for the player to kick the ball during free kick. He can also hand the ball to another player while running around the mark till the kick has been done. Deliberate interference while marking, physical contacts and slowing the pace by tackling are discouraged with free kicks. Sometimes players can avoid the whistle that indicates free kick, if the play is continuous.

Until the player has taken the free kick, according to the laws of the sport, no player is allowed to be within five metres surrounding the player, who is taking the free kick. If a player from the attacking team is there, umpire will blow the off until he leaves the zone. If a player from the opposition is within the zone, 50-metre penalty is applied where the original position of free kick is moved to 50 metre closer to goal-line.

There are different cases when a free kick is given −

When the player is tackled and can't dispose of the ball legally even after having prior opportunities to do so.

When the player is running more than 15 metres without bouncing the ball or touching it on the ground or disposing it.

While tackling a player above shoulders or below knees or tackling someone who doesn't have the ball.

When pushing a player on the back mostly during marking.

Attempting to spoil a mark by pulling away opponent player's arm.

When the ball is thrown or incorrectly disposed of, rather than handballed.

Bumping a player during marking without any intentions for contesting for the ball.

Kicking an opponent or fellow player in a dangerous manner causing injury.

Entering the arena without following interchange protocols.

When a player other than the midfielders enters the centre square before centre bounce.

When ball is kicked and travels over the boundary line without touching anyone

Paid against a runner, trainer or trained official who is obstructing the match as a part of his on-ground duties.

If a rule infringement occurs against a player after he has disposed the ball but no one else has received it, umpire signals for a downfield free kick. It is awarded at the spot, where the kick or handpass of the infringed player lands to the nearest player.

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The Drop Punt is one of the most common styles of kicking in Australian football because of its perfect accuracy. In this way of kicking, the ball is dropped from the hands down almost to the ground, to be kicked so that it will rotate in a backward end over end spinning motion while travelling through the air.

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Watch the first 2 minutes only*

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Kicking Guide for Coaches   13 Goal Kicking

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If you have extra time, try some of these drills to practice your drop punt technique.

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Elite kickers need to block out all outside influences and always ensure they are successfully executing "The Basics of Kicking."

Eventually, these basics will become second nature.

To develop this and shift the players' focus away from thinking through the basics of kicking each time, players need to practice various ways to start their kicks.

The drill below is an AFL Kicking drill and will challenge even the best players in the game -THE ELITE- see how you go!

Ensure a player stays calm and doesn't get too flustered or rushed when participating in this drill.

Begin by having players rapidly dancing their feet on the spot waiting on your instruction - then on the whistle/your call have them react & do the action described below.

They will gradually get better & better at handling the outside pressure of the various starting situations. Try 3 or 4 of each action, then move to the next.

Begin by trying to kick after:

1. A handball is received

2. A mark - or the player throws the ball to themselves then kicks

3. A gather -ball coming towards the player

4. A gather -ball rolling away

5. A gather -ball rolling across the player's path

6. Facing 180 º away, then turning

7. Faking a pass at 90 º then hitting a target the other way

8. A player getting off the ground, and gathering then kicking

9. Ripping a ball off an opponent

10. Bouncing the ball

11. Closing eyes then open to quickly find a teammate

12. Coming forward, then going back, then forward, then back, then kick

13. Looking left, then right, then left, then kick

14. Standing and kicking as quick as a player can - on command

15. Having 5 balls quickly given to a player to hit 5 different targets in a circle, at various angles & distances

If at any time during this drill a player finds it too difficult, then encourage them to CALM DOWN & GO BACK TO THE BASICS OF KICKING.

This drill also allows players to have fun creating other difficult kicking situations.

As a player develops, keep decreasing the time and space they work with and increase the difficulty of the decision-making scenarios.

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Elite kickers need to block out all outside influences and always ensure they are successfully executing "The Basics of Kicking." Eventually, these basics will become second nature. To develop this and shift the players' focus away from thinking through the basics of kicking each time, players need to practice various ways to start their kicks.

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Good example of using ICT and video for feedback

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Good example of using ICT and video for feedback

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Not expecting this much detail, you don't need to edit the video but take screenshots and add arrows and voice over.

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"Performance review." Does the mere mention of this event make your heart sink?

Employees and managers the world over dread this ritual and therein lays the main problem: we have institutionalized the giving and receiving of feedback. We save up our comments and document all the things we note about a person's performance. And then, like a big cat ready to pounce, the manager brings a hapless employee into the office and springs a year's worth of "constructive criticism" onto him or her.

No wonder why this process is so unnerving and fear provoking. This is exactly the wrong emotional environment in which to discuss performance, introduce suggestions for improvement, and talk about goals for the future. This is a shame, because giving and receiving feedback is key to engaging your people and keeping them on track.

When done in the right way and with the right intentions, feedback can lead to outstanding performance. Employees have to know what they are doing well and not so well. For them to really hear your thoughts and suggestions on ways to improve, though, that feedback has to be delivered carefully and frequently.

Giving feedback is a skill. And like all skills, it takes practice to get it right. So, in this article and in the video, below, we'll give some tips on how you can give feedback constructively and effectively.

Click here to view a transcript of this video.

Tip:

We talk generally about feedback between a manager/supervisor and team member. However, feedback can, and should, be given up, down, and sideways. The same principles apply.

Giving Feedback Effectively

Check Your Motives

Before giving feedback, remind yourself why you are doing it. The purpose of giving feedback is to improve the situation or the person's performance. You won't accomplish that by being harsh, critical or offensive.

You'll likely get much more from people when your approach is positive and focused on improvement. That's not to say feedback always has to be good, but it should be fair and balanced. Use tools like the Feedback Matrix and the Losada Ratio to help you get the exact balance right. (Note that the statistics behind the Losada Ratio are in doubt but the principle is not.)

Be Timely

The closer to the event you address the issue, the better. Feedback isn't about surprising someone, so the sooner you do it, the more the person will be expecting it. Think of it this way: it's much easier to provide feedback about a single, one-hour job that hasn't been done properly than it is to do so about a whole year of failed, one-hour jobs.

Take a look at our article How to Deliver On-the-Spot Feedback to help you judge the right time.

Tip:

If the situation involved is highly emotional, wait until everyone has calmed down before you engage in feedback. The recipient will more likely hear what you're saying, and you'll avoid saying something in the heat of the moment that you regret later.

Make It Regular

Feedback is a process that requires constant attention. When something needs to be said, say it. People then know where they stand all the time and there will be few surprises. Also, problems don't get out of hand. It's not a once-a-year or a once-every-three-month event. Though this may be the timing of formal feedback; informal, simple feedback should be given much more often than this - perhaps every week or even every day, depending on the situation.

With frequent, informal feedback like this, nothing said during formal feedback sessions should be unexpected, surprising or particularly difficult.

Prepare Your Comments

You don't want to read a script, but you do need to be clear about you are going to say. This will help you to stay on track and stick to the issues.

Be Specific

Tell the person exactly what he needs to improve. This ensures that you stick to facts and there is less room for ambiguity.

If you tell someone that she acted unprofessionally, what does that mean exactly? Was she too loud, too friendly, too casual, too flippant or too poorly dressed?

Remember to stick to what you know first hand: you'll quickly find yourself on shaky ground if you start giving feedback based on other people's views.

Tip:

Try not to exaggerate to make a point. Avoid words like "never", "all," and "always" because the person will likely get defensive. Always discuss the direct impact of the behavior and don't get personal or seek to blame.

Criticize in Private

While public recognition is appreciated, public scrutiny is not.

Establish a safe place to talk where you won't be interrupted or overheard.

Use "I" Statements

Give feedback from your perspective . This way you avoid labeling the person.

Say, "I was angry and hurt when you criticized my report in front of my boss" rather than "You were insensitive yesterday."

Limit Your Focus

A feedback session should discuss no more than two issues. Any more than that and you risk the person feeling attacked and demoralized.

You should also stick to behaviors he can actually change or influence.

Talk About Positives Too

A good rule is to start off with something positive. This helps put the person at ease. It will also allow her to "see" what success looks like and what steps she needs to take next time to get it right.

Try to end on a high note, too. Otherwise, she may be left feeling despondent and worthless.

Tip:

Many people tend to overdo this and end up sandwiching the constructive feedback between too many positives. Then the takeaway message becomes, "Gee, I'm doing really well," instead of "I'm good at communicating with customers, but I need to bring my interpersonal skills with my co-workers up to that same level."

Provide Specific Suggestions

Make sure you both know what needs to be done to improve the situation. The main message should be that you care and want to help the person grow and develop. Set goals and make plans to monitor and evaluate his progress. Use the SMART acronym and define specific steps and milestones, or the GROW model to motivate him to deliver the change that you want.

Tip:

You may not agree on everything, so it is a good idea to ask the person to give her perspective. Use phrases like, "What is your reaction to this?" or "Is this a fair representation of what happened?"

Listen actively to what she has to say and try to get her to offer some suggestions for improvement. This way she has an opportunity to own the solution and will be more likely to follow through with it. To avoid sounding like you're preaching, stay away from words like "good," "bad," "must," "need to," etc.

Follow Up

The whole purpose of feedback is to improve performance. You need to measure whether or not that is happening and then make adjustments as you go. Be sure to document your conversations and discuss what is working and what needs to be modified.

Tip:

It's also important that you actively seek feedback from your boss, colleagues, and customers. See our article on Getting Feedback for more on this.
Key Points
Feedback is a two-way street. You need to know how to give it effectively and how to receive it constructively.

When you make a conscious choice to give and receive feedback on a regular basis you demonstrate that it is a powerful means of personal development and positive change.

Done properly, feedback need not be agonizing, demoralizing or daunting, and the more practice you get the better you will become at it. It may never be your favorite means of communicating with your team members, co-workers or your boss, but it does have the potential to make your workplace a much more productive and harmonious place to be.

Infographic

To see our infographic of a popular feedback tool, the CEDAR™ Feedback Model, click on the image below.

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Giving Feedback: Boosting Your People's Confidence and Ability

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"Performance review." Does the mere mention of this event make your heart sink? Employees and managers the world over dread this ritual and therein lays the main problem: we have institutionalized the giving and receiving of feedback. We save up our comments and document all the things we note about a person's performance.

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What do they do well? What could they improve? Is yelling at someone ever helpful in sport?

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Coaching Bad, Episode 2: Coach Summer Gets Verbally Abusive

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Players attempt to kick the ball into the oppositions square.
A point is awarded if the ball hits the ground in the opposite team's square. If the kick lands anywhere outside the square a point is awarded to the opposition.
After a player takes the mark they must handball to another player in their team to kick the ball, sharing the kicking.
Focus

Moving to the ball and marking

Variety of kicking

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Players attempt to kick the ball into the oppositions square. A point is awarded if the ball hits the ground in the opposite team's square. If the kick lands anywhere outside the square a point is awarded to the opposition.

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Current AFLW player will be coming in to talk about self talk and overcoming challenges.