ACE Certification Exam (pt. II)
what is a good way of turning a simple "yes/no" response into a more open ended question?
"tell me more about that"
SMART Goals
*method whereby goals are made most effective Specific Measurable Attainable Relevant (needs to matter to client) Time-bound
(ch.4 QQ) when working with a client as they evaluate self-talk, what is the role of an ACE certified health coach?
*refrain from judgement and show empathy X identify the negative statements that need restructured
how might motivational interviewing show up? (settings)
-telephone/video -in person -group session
(ch.6 QQ) what is the ACE Cycle of Change?
1. Awareness 2. Choice 3. Execution
(s2 qq) what are the three components of mobilizing change talk?
1. commitment 2. activation 3. taking steps
what are three possible coping strategies to lapses?
1. recognize/remember your own motivations (values) 2. recognize + seek support systems 3. acknowledge barriers for change
there are four primary forms of Change Talk among ambivalent individuals... what are they? (DARN)
DESIRE -i want to ... -i would like to... -i wish i could... ABILITY -i could ... -i might be able to... -i can make more of an effort to... REASONS -doing so would help me to.... -i might better manage... -it is important to me to be able to... NEED (preparatory change talk- QQ) -i need to quit... -i must... -i've got to... *as a coach, being able to recognize these instances of CHANGE TALK, allows for you to draw further and progress on them
(ch.6 QQ) what does the mnemonic DARN represent?
Desire Ability Reasons Need
define the communication type of DIRECTING STYLE -is this used among ACE coaches? -the opposite of directive style
Directing Style is a form of communication where the professional takes charge of the conversation and ADVISES the client on what to do, telling the client how to best proceed by offering advice + specific direction this is NOT FAVORED by health coaches, but rather, coaches administer GUIDING STYLE of communication, such as used in MI, where the coach encourages, supports, and assists the client in their process towards change *guiding style allows for " client's to find their own way, awakening them to the solutions within themselves through self-directed learning."
(ch.6 QQ) what should be the primary goal for the client at the end of a client-coach relationship?
ENHANCED SELF RESILIANCE (aka them no longer needing the coach)
(ch.4 QQ) of the four processes of Motivational Interviewing, which is known as "agenda mapping?"
FOCUSING
ACE shares five practical approaches for evoking Change Talk, what are they? (I,Q,B,F,V)
IMPORTANCE RULER - used to guage the client's perceived importance of the change -on a scale of 1-10, how important is it for you to X ... why did you choose 7 and not 5? (leads to further change talk) QUERYING EXTREMES - method that challenges client to think about the best case scenario if change made vs worst case scenario when change not made LOOKING BACK - client asked to remember time prior to the current behavior being considered LOOKING FORWARD - asking the client to envision what life will be like if the client successfully makes the change EXPLORING VALUES - this helps provide anchors for change + source of motivation
in the client-coach relationship, accountability is not __________
Judgement - rather, accountabitly is a time for the client to recognize where there's been a lapse and how to better handle in the future
the strategy of "dancing, rather than wrestling [with client]" refers to what coaching concept?
Motivational Interviewing
in consideration of early client-coach interactions and the relating assessments, should coaching bring up their own concerns for client?
NO, always follow the lead of client and do not bring up area that client has not shown interest in (tuck away this information for future)
what four step strategy process, directly aligns + is utilized in Motivational Interviewing? -tactics used in MI -define each
OARS 1. OPEN ENDED QUESTIONS -often begin with what or how 2. AFFIRMATIONS -tip: be specific and client focused (meaning, use 'you' rather than 'i' in statements - positive recognition rather than "I am proud bc ...") 3. REFLECTIVE LISTENING *ACTIVE LISTENING that combines verbal and nonverbal responses to indicate interest and understanding + encourages client to continue sharing *might help client's elicit CHANGE TALK 4. SUMMARY STATEMENTS *collect what the client has been saying and offer it back to them, which allows for... -confirming accuracy/correct misunderstandings -suggest links between past and present -transition to change talk -keeps client focused on the goal **pull together info at the end of sessions
(s2 qq) what technique would health coaches use with a client who communicates the desire to make a change, but is unclear about how to begin?
OARS skills *think motivational interviewing as key to health coaching success!
the process of implementing Strengths Based Coaching is known as PEAK EXPERIENCE -what are the four steps? -define each
PEAK EXPERIENCE 1.IDENTIFY (qq) *identify 2-3 times where client is at their best (can be for any duration of time but needs to be truly meaningful to client) 2. INVITE *invite client to vividly talk about/re-experience this time 3. WRITE DOWN *write down every positive strength example that the client provides 4. INVITE *invite the client to list 4-5 areas of strength that characterize them at their best
how does Strength Based Coaching, relate to Positive Psychology ( people want to live fulfilling, most enhanced lives)
SBC encourages client's to use their identified strengths in a new way that pertains to their behavior change goal, thus reaching a more enhanced/positive life
what personal characteristic of client directly ties to Cognitive Behavioral Coaching?
Self Efficacy, because it determines how people approach goals/situations cultivating one's self efficacy: -develops strong sense of commitment to issue -helps client to recover quickly from set backs -is key to successful behavior change
additional to the coaches support network (outside of health coaches scope), what other networks are accessible to clients?
Social Support Networks among clients are key to client's success "friends, family, and support group members who offer valuable encouragement for the client's actions and intentions... helping to enhance motivation and confidence" "what would be a good way to go about gaining the support you need?"
"coaches should foster conversations concerning client ambivalence" (T or F)?
TRUE it is key for coaches to move client's toward ACCEPTANCE of ambivalence and recognize that ambivalence is both normal and expected... even in the action steps of a behavior change
(qq) when client's initiate preparatory change talk (DARN), is it ever paired with sustain talk
YES!
through SBC, coaches work to develop a clients GROWTH MINDSET - define this
a Growth Mindset is one which views challenges as OPPORTUNITIES to learn versus obstacles to overcome
The GROW Model
a goal setting process, which captures client's most valued, autonomous behavior goals and translates them into doable action plans -uses positive psychology + OEQs Goal (establish - use OARS) Reality (understand client's situation) Options (one solution alone isn't realistic) Will (what are next steps? make plan.)
define the method of Examine the Evidence (CBC)
a method used within CBC, where client is asked to identify facts rather than assuming that their every personal thought is true
(ch.5 QQ) what is one way a health coach could hinder their development of the client coach relationship?
asking too many assessment questions X asking closed-ended questions (although this is also not suggested)
(ch.6 QQ) which party(ies) are responsible for upholding a behavior change plans?
both the client and coach
CLEAR DIRECTION vs CHOICES IN DIRECTION vs UNCLEAR DIRECTION
clear direction = client knowing the specific step they are ready to take choices in direction = client has several avenues/wishes and the coach helps to narrow these down, while also AGENDA MAPPING (best to focus on one change at a time) unclear direction = where the client is sure where to even begin (overwhelm)
(QQ)what is a standard response of Client Inquiries from coach? -response time? -inclusion?
coaches should respond to client inquiries within one business day and should include: -personal introduction -overview of coaching process -options for scheduling initial session -directions on how to access welcome packet
(ch.5 QQ) coaching agreements should be developed by who?
coaching agreements should always be jointly developed by both client and coach
STRENGTHS BASED COACHING -define -asks what of client? -benefits
coaching style that is CLIENT FOCUSED and emphasizes client's STRENGTHS, resourcefulness, and INTRINSIC MOTIVATION while focusing on FUTURE outcomes -by focusing on the future, SBC is able to identify what is going well and build on that *asks clients to identify what they're good at and what motivates them in such instances, thus focusing on strengths rather than a focus on weakness or problems needing to be fixed BENEFITS: -identifies client resilience -establish/identify client's grit/perseverance -develops GROWTH MINDSET
situational constraints
factors beyond the control of individual employees, such as tools, policies, and resources that have an effect on job performance
(ch.5 KTA) what is the purpose of a coaching agreement?
having a set coaching agreement allows the step up to BUSINESS AGREEMENT - here, professional terms and expectations of relationship are highlighted a coaching agreement allows for: 1. defining the client's readiness to change 2. determine client's level of intrinsic motivation
what are some topics to consider in talking of client's ambivalence? -conversations over ambivalence lead to ______ talk
in working through client ambivalence talk of their.... 1. Visions 2. Goals 3. Readiness to change *ambivalence conversations might lead to CHANGE TALK
(ch.6 QQ) to who is the client accountable?
only to themselves - but always accountable for their own actions *accountability is best suited for success when its terms are determined by the client themselves - "how would you best like for me to assist you in staying accountable to YOURSELF?"
what are some better words for Client-Coach relationships?
partnership alliance collaboration
statements if IRRATIONAL BELIEFS (cognitive distortions) often begin with what words?
should ought must
(ch.6 QQ) what is the primary purpose of a Values Interview?
to create awareness of what is most important to the client (values + guiding principles) "what matters to you most?" -another option would be the "Personal Values Card Sort" = place items in piles of personal importance
as a health coach, what is the primary result/aim that comes from assessments completed by clients?
what coaches learn from assessments is how they create CLIENT CENTERED, INDIVIDUALIZED, & CURIOUS OPEN ENDED QUESTIONS+ inquiries *hence, leading to the cultivation of client's intrinsic motivation some examples of Qs- "how did you feel when your doctor told you X" "why do you think your recent total cholesterol number increased?"
(ch.6 QQ) what is the Tiny Habits Method -include all three parts
"new habits should take place after an anchor moment" 1. Anchor Moment - attaching the new habit to a habit you already have in place (e.g. after I wash my face I will then brush my teeth) 2. New Tiny Behavior - take a simple version of the behavior you are wanting to adopt (flossing one tooth vs whole mouth) 3. Instant celebration
question examples from coach in follow up steps
"what would be a good next step from here?" "what would help keep you accountable?"
what are some examples of questions provided by coaches that can elicit change talk in clients? -specifically for DARN situations
"what would you like to change about X?" (desire) "how might you go about X?" (ability) "what are your top three reasons for wanting to X?" (reasons) "how important is if for you to X?" (need)
in Cognitive Restructuring (part of CBC), REFRAMING refers to what?
(qq) a process of having client view and experience events, ideas, concepts, and emotions differently... finding more positive alternatives & finding different way to express concern EXAMPLE: "can you find a different way to voice your concern that HONORS your struggle but expresses it in a way that is kinder to yourself?"
(s2 QQ) which element is the "spirit of motivational interviewing?" - refers to keeping the client's needs and desires as the priority
* compassion X acceptance
(s2 qq) which of the following questions is best suited for aiding client's in examining their CURRENT situation and context?
* how does this goal conflict with your other goals? (how do we move forward currently with these ideas in mind?) XX how often will you review your progress
(s2 QQ) what technique can be used as a way to transition to change talk? (summarizing,reflecting, or paraphrasing)
* summarizing X reflections
(ch.4 QQ) "which of the following is a key aspect of Motivational Interveiwing?"
* supports client's in SELF DIRECTED learning X attempts to DIRECT the client towards the pros of behavior change
(s2 qq) which statement best elicits change talk from a client who reported being at a six on a confidence ruler?
*"why would you say 6 instead of 3 or 4"... this leads them to talk about their self efficacy and build confidence RATHER than asking "why would you say a 6 instead of an 8 or 9?" - this leads to sustain talk
Cognitive Behavioral Coaching -derived from? -time bound?
*a coaching practice that assists clients to DEFINE THEIR OWN CONCLUSIONS/SOLUTIONS (QQ) "through replacing negative thoughts with positive thoughts that will support behavior change // goal of CBC is to REFRAME the way client's view and INTERPRET events -CBC is derived from Cognitive Behavioral Therapy -focuses on the NOW (focuses on the present and what can be done to create change now)
(ch.6 QQ) what is the most effective approach to dealing with setbacks?
*asking the client what he or she learned from the experience that will help in the future X ask the client to spend time reflecting on how the setback could have been avoided
(ch.5 qq) how might a health coach begin building rapport with client in the initial interview?
*begin asking questions about the client X open the conversation up for the client to ask questions (this is a part of the process in introducing yourself but not the first step)
(ch.5 KTA) Health Status Questionnaire
*one of the assessments used by coaches with new clients //(QQ best suited questionnaire prior to initial meeting) allows for 1. outlining disorders 2. identifying diagnosed diseases 3. measures risk factors 4. determines when referrals are needed (or additional testing/assessments) 5. identifies if client has physical or dietary limitations or restrictions *HSQ provides qualitative and quantitative info *think LOOKS AT LIFE STYLE PATTERNS as well (eating, physical activity, sleeping behaviors)
(ch.5 KTA) Readiness to Change Questionnaire
*one of the assessments used by coaches with new clients which OUTLINES CLIENT'S MOTIVATION, through helping understand the client's VALUES, SUPPORT SYSTEMS, & PERCEIVED BARRIERS -the RTCQ provides insight of the client's early motivation and identification of which stage of motivation/change they find themselves in -might enhance client's level of awareness, support self discovery (discrepancy of where they are vs. where they want to be)
(ch.5 KTA) The Physical Activity Readiness Questionnaire (PAR-Q+)
*one of the assessments used by coaches with new clients which OUTLINES RISKS FOR BEGINNING A PHYSICAL ACTIVITY PROGRAM might be necessary to refer client to healthcare provider before recommending exercise program - or other assessments/testing
(ch.4 QQ) how can an ACE certified health coach best support a client's pursuit of a health goal?
*provide feedback on progress at defined intervals X DETERMINE the strategies best suited for the client to achieve their goal (they are the determinant)
Motivational Interviewing +define +relating components -created when/by who
*tactic used among coaches where CLIENTS TALK THEMSELVES INTO CHANG based on their own values, and RESOLVE AMBIVALENCE -under this strategy, coaches are able to assess client's readiness + ambivalence -always goal oriented (identify & accomplish) -provides the means to move through the stages of change from TTM developed in the 1980s by miller and rollnick
(ch.5 QQ) what is important for a health coach to determine by the end of the initial interview?
*the client's readiness to change for each goal (for each goal bc this allows more specificity and leans towards creating clear agenda mapping) X the client's overall readiness to change
Cognitive Restructuring -relates to what coaching style? + steps to engage client in such (4)
*the process of learning to IDENTIFY COGNITIVE DISTORTIONS (irrational thoughts), challenge them, and REPLACE them with positive thoughts ... this leads to reinforcing emotions that will eventually affect behavior 1. EXAMINE automatic negative thoughts (cognitive distortions) 2. IDENTIFY these cognitive distortions 3. DISPUTE cognitive distortions (automatic thoughts) 4. REFUTE- develop rational rebuttal to the cognitive distortions & make one's thoughts more positive/productive (EXAMPLE - "it feels unnatural to make myself eat slowly. I must be doing something wrong" *"this doesn't have to feel natural at first because it is so new but it is still an important skill to practice.")
why are Initial Client Interviews so important?
*they set the tone + direction of the entire client-coach relationship -reveals the client's goals and future action plans -fosters client self discovery (be supportive and administrative of such) -you have the potential to enhance their self efficacy
what is the purpose/contents of a "welcome packet" for coaches?
*this is a packet that includes detailed information about the coaching process -what to expect (session length/frequency) -forms to complete prior to sessions -who the coach is -responsibilities of client
list some examples of how health coaches can practice Cognitive Restructuring with clients
- encourage client's to keep a record of negative thoughts/self-talk which "cause" unwanted behavior -spend time looking at/considering identified negative self talk + identify ways to cope with such -always suspend judgement and allow client's to evaluate their own self talk + provide empathy -with client, examine misconceptions that underlie the negative thoughts -empower client's to rephrase negative self talk (less negative but also realistic -help clients to anticipate and cope with their common unproductive thinking (envision specific scenarios + times for negative thinking)
list some of the MODERATORS to Goals
-goal commitment -goal importance -self efficacy -feedback -task complexity (focus of goals - process goals/product goals/performance goals) -also consider Situational Constraints -focus on making adoptive goals (new/healthy) rather than restrictive goals
provide some questions that might be asked during Strengths Based Coaching, to affect change in client
-how are you currently utilizing this strength? -how useful is this strength in your identified behavior change? -what specifically can you do to use this strength more? -are their strengths you are underutilizing? -taking the strengths you use very little or not at all, which could you use now or in the near future? -what can you do to bring underutilized strengths into play?
provide some examples of Open Ended Questions -relates to OARS of MI
-why do you want to make this change? -how might you go about making this change? -what are the three best reasons for you to do it? -how important is it to you to make these changes? *receive the answers to these questions, summarize and then ask "what do you think you will do?"
what are the six traps that commonly occur in client engagement throughout sessions?
1. *ASSESSMENT TRAP (qq) this is when too much time is spent reviewing data and asking one-directional questions of the client, which shuts down the process of ENGAGING right at the start 2. *PREMATURE FOCUS TRAP occurs when the coach tries to set the agenda and hone in on one specific need behavior change too quickly 3. EXPERT TRAP portraying oneself as the expert who has the answer of what the client should do (e.g. the righting reflex) // allow your clients own ownership 4. LABELING TRAP the coach "names" the problem that needs to be fixed - might trigger alienation or stigma 5. BLAMING TRAP when client feels guilty or like the coach is blaming them 6. CHAT TRAP spending too much time on "small talk" rather than moving the agenda forward with sharp focuses on the client's concern and the overall goals of coaching experience
(ch.5 KTA) what are the four primary steps of Initial Client Interview
1. ASKING QUESTIONS -introduce your own coaching style, defining the objectives and uncovering any client questions concerning such - e.g. ("tell me what brought you here today?" or "what would you like to get out this coaching process?") 2. GATHER INFORMATION -medical/health info -client's vision + goals - strengths and barriers -client's motivation 3. DEFINING GOALS *this helps client to recognize their own readiness to change 4. NEXT STEPS *here it's important to UNDERSTAND CLIENT'S READINESS TO CHANGE - DISCUSS AMBIVALENCE -always meet client where they are *recap sessions + understandings -always assure client is ready before beginning/pushing new behavior changes
additional to the TTM stages of behavior change, there is a second model known as ACE Cycle of Change -what are the relating stages?
1. AWARENESS *where the client begins to recognize and explore the gap between a current behavior and a desired behavior -here it is important for coaches to draw on client values and play on those for moving forward _"what needs to change in order to change your vision of wellness into reality?" 2. CHOICE *when clients determine that a behavioral change is warranted and they have a desired outcome in mind (vague or defined) -health coach supports in creating self-directed goals and cultivating a positive mindset to fuel and inspire long lasting change -identify strengths + abilities but also recognize potential barriers 3. EXECUTION *with well defined client-led goals in mind, the coach and client co-create + implement a personalized plan for well being, allowing the client to transform their vision/goals into action -small, actionable goals -systems for accountability + feedback
there are four goals of Motivational Interviewing -what are they + define
1. COLLABORATION * between you and client, grounded in the point of view and experiences of the client // focus to build rapport. 2.ACCEPTANCE *honors your client's absolute worth and recognizes autonomy (UPR) -important here to AFFIRM client's strengths, while showing empathy 3. COMPASSION *acting fully for the benefit of other person 4. EVOCATION *recognizing that majority of answers come from within the client and not the coach // use the client's own reasons for change as this targets their intrinsic motivation
what are four examples of Discord in a Client-Coach Relationship?
1. Defending -deflect blame -minimize a situation -justify actions 2. Squaring Off -disconnecting from coach such as 'you don't understand me' or 'you're wrong" 3. Interrupting 4. Disengagement *important for coaches to quickly recognize discord + respond immediately (apologize, acknowledge client autonomy, shifting away from sensitive topics)
(ch.5 KTA) what are the six elements of a Coaching Agreement?
1. Description of the coaching agreement (agreed upon terms - including client's goals) 2. client-coach relationship defined 3.confidentiality between client and you 4.coaching session procedures (to hold accountabiltiy) and expectations 5. schedule/timeline/terms of commitment and fees 6. sign and date
Goals affect peoples performance and inspire behavior change through four primary mechanisms, what are they? (DMPS)
1. Directed Attention 2. Mobilization Efforts 3. Persistence 4. Strategy
there are four PROCESSES/STEPS of Motivational Interviewing, what are they?
1. ENGAGING *establishing relationship with client 2. FOCUSING *develop and maintain direction for change (identify client's target areas) -referred to as "*agenda setting/mapping" 3. EVOKE **the heart of MI // eliciting the client's motivations *client guides their own change -focus on sustain vs change talk 4. PLANNING *development commitment -focuses on the "when and how" of behavior change rather than "why or whether"
the use of Cognitive Behavioral Coaching helps cultivate two things in clients, what are these? (hints: 1. identifying that change comes from within 2. talking more kindly of self)
1. Locus of Control 2. Positive Self Talk (endless stream of unspoken thoughts / our internal dialogue)
provide six examples of Cognitive Distortions
1. MAGNIFICATION & MINIMIZATION *the importance of insignificant events—like a mistake—is exaggerated, or the importance of something significant—such as a personal achievement—is lessened. - In other words, a person's problems are blown out proportion, while the positive aspects of their lives are ignored. 2. JUMPING TO CONCLUSIONS (2) -Mind Reading = imagining we know what other are thinking without evidence to support such assumptions -Fortune telling = arbitrarily predicting the future and assuming it will turn out badly) 3. OVERGENERALIZING *seeing one single event as a never-ending pattern of defeat or disappointment 4. ALL OR NOTHING THINKING *black or white thinking 5. PERSONILIZATION & BLAME *blaming yourself or taking responsibility for something that was not completely your fault; conversely blaming others for something that was your fault
in regards to Reflections, of OARS, provide the five different Reflection Types
1. Simple Reflections *simple restatements of what the client has said 2. Complex Reflections *a guess at the UNDERLYING MEANING of what the client has said 3. Straight Reflections *a simple or complex reflection in response to a client's SUSTAIN TALK (statements reflecting a desire to maintain the status quo... this often leads to change talk in client) 4. Amplified Reflections *overstated reflections that challenge the client to think more about a statement they made (often sustain talk) -example: "there's no reason to quit smoking. it makes me feel good" / "smoking feels healthy for you" 5. Double Sided Refelctions *these integrate a client's SUSTAIN TALK with the client's previously stated CHANGE TALK - the client's statements are restated, joined by"and" (sustain talk first, then change)
what are three possible methods to Establish Accountability?
1. Task Completion *taking note (verbally, electronically, or on paper) of successful completion 2 .Surveys *most often for client's who are still ambivalent of change - where client's look to gain opinion + info from others of a specific, considered behavior change 3. Research *where client's are accountable for their own research/active participation in adopting + understanding new behavior
what are two of the leading causes of Relapse?
1. stress 2. fatigue
(ch.4 QQ) "when a client asks for advice, what is the most appropriate response from an ACE certified health coach? -relating method?
1. use open ended questions to find out what the client already knows ... rather than jumping right into your own recommendations as these should be used sparingly 2. after uncovering what the client already knows you can THEN, ask if they are interested in hearing/building on their current knowledge 3. after sharing information always check for client understanding + potential next steps *part of the ELICIT-PROVIDE-ELICIT method of MI
provide the breakdown of the ABCDE method of Uncovering Unproductive Thoughts
A = Activating Event *identify the event or situation that is associated with unproductive thinking B = Belief Association *what belief is associated with the event that may have triggered event (e.g. I haven't exercised all week so I might as well not now - i've blown the week) C = Consequences *what are the consequences associated with these unproductive thoughts? (emotional and beahvioral) D = Dispute the negative thinking *dispute negative thoughts and try replacing thought with more productive one E = Effect *make new productive emotions and behaviors effective/in action
what is AGENDA MAPPING + three steps of AM +role as coach
agenda mapping includes when client has several steps in working towards their behavior change(s) 3 steps to agenda mapping: 1. (QQ) Structuring = coach asking client permission to step back from the conversation to explore potential discussions 2.considering options = client and coach explore possibilities for focus 3. zooming in = choosing area of focus (only after first listing all possible options) ** the coach is only a support - encourage clients to lead their own exploration -what are some of your main areas of concern? -what should we focus on? -is there anything else you'd like to include? HELP THE CLIENT IN BREAKING DOWN INTO MANAGEABLE STEPS
should coaches share personal stories or successes of other clients?
no, sharing personal opinions, experience, suggestions, warnings, or expertise should be done sparingly and only under direct request of client a few scenarios when Self-Disclosure might be helpful are: 1. to promote trust in relationship 2. modeling openness or encouraging reciprocity in disclosure from client 3. answering a client's direct quesion 4.affirming the client's experience
(ch.5 QQ) which body language indicator is most likely displayed by a client who feels their personal space is being invaded?
pulling their purse to the front of their chest
define Change Talk
statements from client that reflect a desire to change
__________ ___________ should be avoided in MI. -what is this?
the RIGHTING REFLEX should always be avoided in motivational interviewing *this is where coaches have the urge to "fix the problem" for the client and directly relates to DIRECTIVE STYLE COMMUNICATION
Positive Psychology
the belief that people want to lead meaningful, fulfilling lives, to cultivate what is best within themselves, and to ENHANCE their experiences love, work, and play
what is the most important coaching skill related to the three questionnaire assessments? +relating cues to be aware of when practicing
ACTIVE LISTENING "the best assessments come from listening for what the client is saying, how they are saying it, and what is not said" *when actively listening, be aware of client's: 1. tone of voice 2. breathing 3. perspiration 4. posture 5. holding objects/hand busyness 6.eye contact (these all give insight into how the client is feeling- PAY ATTENTION TO HOW CLIENT IS RESPONDING... then you can react for best client empowerment + action) you want to avoid client defensiveness, resistance, and feelings of failure ... hence why recognition of such cues is key - always work to `REENGAGE clients (simply asking "how are you feeling about this?")
(ch.6 QQ) which OARS skill is appropriate to use in reframing a client's "deficit mentality?"
AFFIRMATIONS
the idea that "how one thinks of/views situations or themselves determines how they will act" relates to one coaching style/theory?
Cognitive Behavioral Coaching negative thoughts > negative emotions > negative behaviors
Appreciate Inquiry (AI) + the nine relating Basic Principles -4D cycle
an approach to health coaching, where the FOCUS IS ON STRENGTHS - balancing optimism, with realistic goal setting... leading to more effective progress *AI typically proceeds from discussion to planning (part of 4D cycle - discover, dream, design, deliver) ** (qq) discover = client's focus on past experiences when they felt most fulfilled -thought that focusing on solving PROBLEMS, tends to create more problems, a negative focus, stress and fatigue 1. Positive Principle *positive questions lead to positive change- emphasizes the importance of keeping a positive perspective throughout coaching process 2. Constructionist Principle *words create worlds. reality is subjective and created through language/the explanations people give 3. Narrative Principle *(similar to constructionist) stories are transformative - people construct stories about their lives that help determine future thoughts, feelings, and beahviors 4. Simultaneity Principle *inquiry creates change... simply asking a question can begin change, so it is important to ask questions that initiate positive change 5. Poetic Principle (QQ) (people can choose what they work and develop in their lives. what one focuses on influences the direction of their life 6. Anticipatory Principle *image inspires action - positive images of the future are more likely to inspire positive action and positive behavior change 7. Enactment Principle *MIND THE GAP - acting "as if" is self-fulfilling / mirrors self-perception theory 8. Free Choice Principle *free choice liberates power - mirrors self-determination theory (people like to feel autonomous in their choices) 9. Awareness Principle *be conscious of underlying assumptions. Reflection is an important process of AI
what is the purpose of pre-coaching assessments in coaching? -used how? -in what form?
assessments allow for: 1. gathering critical info from client (helps coach identify PHYSICAL, MEDICAL, or BEHAVIORAL CONDITIONS) 2. guides client's towards their own goals *assessments should always be used strategically (specific in purpose and relevant to the coaching relationship) -might be seen in written or verbal forms
without supportive coaches receiving client assessments, what is the frequent consequence for clients otherwise?
assessments often reveal faults or flaws, rather than individual strengths, resiliencies, and coping mechanisms ... BUT when coaches receive this info and utilize OEQ strategies, they are able to draw on these positivities
