What Can Be Said About the Relationship Between Process Evaluations and Impact Assessments?

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As with many practices carried out today, the origins of coaching as we know it has roots stretching back to ancient Greece.

Providing some of humanity's earliest recorded forays into the globe of coaching and coaching theory, the renowned ancient Greek philosopher Socrates methodically asked questions and engaged in dialogue to derive truth and knowledge.

Aristotle believed that a life goal is the pursuit of well-being through the development of virtues.

From these tentative beginnings, the 20th century saw exponential growth in coaching within personal, health, workplace, and executive settings; evolving from a practise initially met with derision to a well-researched, mainstream activity good virtually worldwide.

In the following article, we accept a look at the theory of coaching, some effective exercises, and activities that can exist applied to your coaching sessions, and worksheets and other resources to help y'all shape and tailor your programs to run into your clients' needs.

Earlier you continue, nosotros thought yous might like to download our three Positive Psychology Exercises for costless. These science-based exercises will explore fundamental aspects of positive psychology including strengths, values, and self-compassion, and will give you the tools to enhance the wellbeing of your clients, students, or employees.

A Wait at Coaching Theory

Coaching is grounded in cognitive and behavioral learning theories. The nigh constructive coaching do integrates classical conditioning, reinforcement, transformative learning, and experiential learning theories in order to brand lasting changes through the procedure of deep learning.

Fazel (2013) suggested that without understanding learning theories, coaching cannot finer facilitate learning and results, thus coaching practice could potentially collapse into a theoretical abyss.

The theory of coaching has its roots in a multitude of disciplines, including philosophy, sociology and anthropology, sports, and communication science.

While much initial research focused on examining and developing effective coaching practices in the areas of sports and clinical psychology, recent decades have seen burgeoning research in the fields of coaching psychology and positive psychology – two fields that focus on performance enhancement, positive aspects of human nature, and the strengths of individuals (Passmore, 2010).

Therefore, it was surmised that positive psychology may offer a solution to the lack of theoretical foundation and provide a robust framework for coaching research.

In essence, we can see that coaching is effective, but why is it then? What psychological mechanisms are employed and how can we suit coaching practices to maximize its effectiveness beyond contexts?

Kemp (2004) described coaching as the application of positive psychology, while Seligman (2007) suggested that positive psychology is the undeniable theoretical backbone of coaching. He theorized that successful coaching interventions should contain three key concepts behind positive psychology so equally to limit the scope of practise, namely: positive emotions, engagement, and meaning.

Examples of Effective Coaching

Coaching is a valuable tool for developing a broad range of skills; essentially providing a space for profound personal development, and assuasive managers to translate personal insights into improved organizational development (Wales, 2003).

Coaching has been plant to improve self-awareness, self-acceptance, well-being, the ability to manage stress, communication and leadership skills, goal attainment, cocky-conviction, and a plethora of other beneficial outcomes (Fazel 2013). So, what are the essential components of effective coaching?

1. Trust

Coaching past its very nature is based on trust. Establishing and maintaining a trusting relationship is fundamental to enhancing the coaching procedure. In a coaching human relationship with mutual trust, those being coached will accept conviction in the procedure while the autobus, in return, will have confidence in the commitment of the coachee.

If in that location is no trust, it follows that rapport and conviction in the charabanc will too suffer – as will the effectiveness of the coaching process. It stands to reason that we're more than likely to take on board the lessons offered when we perceive them to be coming from a competent, knowledgeable source. Moreover, as coaches (and human beings) it's easier to work with those who are receptive and positively engaged with the process.

From a neurological perspective, altruism, empathy and other pro-social behaviors tin trigger the release of oxytocin, a hormone associated with bonding. In turn, bonding can positively influence the self-evaluations of well-being and measures of trust, thereby creating an open and honest coaching environment (Kosfeld, Heinrichs, Zak, Fischbacher, & Fehr, 2005).

Regardless of the feel and skill level possessed by a jitney, in the absence of trust, a coachee will struggle to be open, honest, and reflective. Additionally, if the coach-coachee relationship is poor, information technology is likely that the client's level of confidence in their ain power to reach goals will be reduced (de Haan, Grant, Burger, & Eriksson, 2016).

2. Clarity & Client Accountability

Clarifying expectations in the initial stages of coaching is integral to constructive outcomes. According to Schmidt (2003), coaching failure tin can occur when the coachee is not willing to reflect and/or refuses to accept responsibility for their development and deportment.

Furthermore, if the coachee has high or unreasonable expectations of the coaching process and delegates all responsibility for progress to the coach, the relationship is unlikely to succeed.

Schmidt (2003) also indicated that ample time should be invested at the beginning of a plan in order to found transparency about the coaching process and the responsibilities of each party. In this way, the foundation is set for a solid agreement of what lies ahead and the risk of misunderstandings and failure is minimized.

3. Goals

Coaching is, at its core, a goal-driven activity. Enquiry on goal-setting (Latham & Locke, 1991) emphasizes the importance of goals that are specific and challenging even so attainable. An effective autobus is one who ensures that client goals encounter this benchmark while as well anticipating potential obstacles that could forbid the achievement of those goals.

Creating goals and activity plans improves functioning and facilitates goal attainment. Grant (2014) found that a goal-focused double-decker-client relationship was a powerful predictor of coaching success and that goals initiated by the client rather than the charabanc were positively related to successful coaching outcomes.

Coaches should guide their clients carefully through the goal-setting process, evaluating and mayhap abandoning goals that seem unlikely to exist accomplished. For instance, clients tin can exist asked to charge per unit on a scale of 1 to 10 how committed they are to a item goal.

If the customer clearly lacks interest or commitment, the coach can then help to identify and focus on more than important goals (Gregory, Beck, & Carr, 2011).

4. Feedback & Assessment

In order to initiate and sustain behavioral change, information technology is imperative that a coachee receives information regarding their progress or lack thereof (Gregory, Beck & Carr, 2011).

A big number of studies take emphasized the importance of feedback for effective coaching, with many deeming it an integral activity within the coaching process that reveals discontinuity between desired and current performance (Ellinger & Bostrom, 1999).

Kluger & DeNisi (1996) suggested that effective coaches are those who are mindful of the blazon of feedback that they communicate. When providing feedback, coaches should cull language carefully so as to facilitate motivational and behavioral changes (come across our motivation tools) and to help clients recognize that even negative feedback has value.

5 Coaching Ideas You Tin Endeavour Today

In coaching, sometimes less is more than. Some of the almost constructive coaching exercises are oft minimalist in design. The following are some elementary coaching ideas that tin be easily incorporated into your coaching practice in order to develop and support communication and sustain a strong connection between y'all and your clients:

i. The Wheel of Life

The Cycle of Life is a simple yet constructive coaching tool that allows clients to form an understanding of where they are currently and where they would like to be in the future.

Through the evaluation of unlike life aspects and electric current goals, the Wheel of Life encourages self-reflection, helps your clients proceeds insights into their life residuum and life satisfaction levels, and identify their strengths and weaknesses.

Every bit a passenger vehicle, you can use this practise to assist your clients delve into why their wheel of life looks the style it does, what they would like their wheel to expect like, and how to make these changes happen.

Life satisfaction is measured along with predefined life domains, typically these include areas such every bit: finance, career, health & fitness, recreation, community, relationships, beloved, personal growth, spirituality, and physical environment.

When the customer's life domains have been identified, they will so charge per unit them individually on a scale of 0-x then as to reflect their level of satisfaction within that particular area. Afterward the assessment is complete, both the client and the practitioner have a visual representation of life satisfaction.

From this, clients can form an understanding of where they are currently, where they would similar to exist in the future and chiefly, what domains require the nigh attention.

two. The '3 Skilful Things' Gratitude Exercise

The expression of gratitude has been shown to contribute to positive emotions, and in turn to overall well-being (Emmons & McCullough, 2003).

The Three Expert Things practice (Seligman, 2005) is an effective mode to promote well-beingness through the regular do of gratitude. The basic premise of the practise is simple; recall near and write down 3 positive things that have happened today and causal explanations for why they happened.

The effectiveness of 3 Good Things hinges on reflection and repetition. The caste to which clients keep with the exercise mediates the long-term benefits. Seligman, Steen, Park & Peterson (2005) establish that completing the practise regularly over one month resulted in an increase in happiness with the positive effects enduring at iii and six-calendar month follow-ups.

Y'all tin larn more than about this practise in the Positive Psychology Toolkit.

iii. One Door Closes, One Door Opens

Alexander Graham Bell once surmised:

When 1 door closes another door opens, just nosotros then often look so long and then regretfully upon the airtight door, that we practise not see the ones which open up for u.s..

This quote perfectly encapsulates the ethos behind the One Door Closes practise.

Adult by Rashid (2008), One Door Closes is an effective way to develop optimism and reframe negative events in a more positive way.

In this exercise, invite clients to think back over their life and think of an occasion when they were unsuccessful in achieving their objective. The client is then invited to consider and write down the positive things that happened every bit a result of the start door endmost; thus reframing negative outcomes in a positive fashion.

This practice can also be practiced by the client outside of the coaching setting. Rather than thinking dorsum over an entire lifetime, clients tin can carry out the exercise regularly throughout their weekly routine, asking the question: What failure led to unforeseen positive consequences?

4. The Coping Strategies Wheel

Constructive coping strategies are an important mediator between negative life events and psychological well-existence (Herman-Stahl, Stemmler & Peterson, 1994).

Skinner & Zimmer-Gembeck (2007) identified 12 mutual hierarchical categories of coping. These include problem-solving, support-seeking, escape, lark, cognitive restructuring, rumination, helplessness, social withdrawal, emotional regulation, information-seeking, negotiation, opposition, and delegation.

The coping strategies cycle can be used to discover adaptive or non-adaptive coping strategies – this information can then be drawn upon to consider and introduce more effective strategies.

Check out the Positive Psychology Toolkit to learn more about the Coping Strategies Bicycle and how all-time to use information technology in your coaching process.

5. Using Force in a New Fashion

Using strengths in new means has long-term positive effects on happiness, well-being, stress, vitality, self-esteem and positive affect (Seligman, Steen, Park & Peterson, 2005; Wood, 2010).

To begin this exercise, clients should select i of their meridian strengths and identify where this strength is already in activity, then effort to practice the strength in a novel mode at work, dwelling house, or leisure. The coachee should commit to using this force in new ways, every mean solar day for one week.

Double-decker and client tin discuss areas in which this signature strength can be applied to improve or brand the almost of a given state of affairs. For instance, how might a client use the strength of gratitude to center themselves in the face of public speaking anxiety? Or use the strength of curiosity to engage with new people?

Coaching Assessment Tools

Ane of the all-time mechanisms for determining outcomes is to provide pre- and post-cess measures. A broad range of tests, scaling techniques and questionnaires can be used to assess client strengths, progress, goal setting, and satisfaction in relation to their desired outcomes, or to clarify their commitment going forward.

1. Process Evaluation Scale (PES: Ianiro, Lehmann-Willenbrock, & Kauffeld, 2014)

The PES is a useful tool to appraise coachee goal attainment. Respondents are asked to rate their electric current degree of goal achievement on a calibration of i (not at all achieved) to 10 (fully achieved).

When taken regularly, for instance at the beginning of each session, average values can and so be calculated across all defined goals for each client. The client's success in attaining their individual goals tin be understood in terms of progress and overall goal attainment.

Goal Attainment Scaling (GAS) is another pick that can exist used every bit a means of assessing coaching issue data. GAS enables the measurement of qualitative goal attainment by incorporating a quantitative measurement via a 5-signal Likert scale where goal attainment is measured from -2 (worst expected result) to +ii (best-expected issue).

While the Foot and GAS have proven to be effective in the evaluation of progress towards plan-specific goals (MacKay & Lundie, 1998), it is noteworthy that, as with many self-report instruments, these assessment tools are susceptible to distortion and bias due to operation rationalizations.

2. The VIA Inventory of Strengths (VIA-IS: Peterson & Seligman, 2004)

Adult equally a method to assess individual values and strengths, the VIA-IS tin be an illuminating experience for both the client and coach. Seligman & Csikszentmihalyi (2000) stated that much of the best work carried out in the consulting room amplifies the strengths rather than the weaknesses of clients.

Linley et al., (2010) explored the connections between strengths employ, goal progress, psychological needs, and well-existence. The results from this study suggest that those who utilized their signature strengths made more self-concordant goals, more progress toward their goals, and exhibited greater overall well-existence.

That isn't to say that values for which a client registers a depression score should be ignored, rather the most positive outcomes arise from coaching interventions which seek to promote those skills already in abundance.

3. The Leader Competency Inventory (LCI: Kelner, 1993)

The LCI is a self-study method for measuring an private'due south use of iv specific dimensions of leadership – information seeking, conceptual thinking, strategic orientation, and service orientation.

Respondents are asked to land the caste to which they have demonstrated or seen various behaviors. The LSI can be especially beneficial in business and executive coaching to increment a leader's touch on, and to measure, strengthen and develop leadership skills.

4. The Leadership Skills Inventory (LSI: Karnes & Chauvin, 1985)

The LSI is a 56-item self-cess designed primarily for leaders, encouraging them to appraise their own abilities in relation to 5 dimensions of leadership: self-management skills, interpersonal communication skills, consulting skills for developing groups and organizations, and versatility skills.

Clients are asked to respond using a 10 point scale ranging from "This skill is new to me" to "I tin perform the skill well. I can teach others, too." The LSI has shown concurrent and construct validity and is an effective assessment of leadership skills (Edmunds, 1998).

5. The Satisfaction with Life Scale (SWLS: Diener, Emmons, Larsen, & Griffin, 1985)

The SWLS is a 5-item calibration designed to measure cognitive judgments of life satisfaction. Respondents indicate how much they hold or disagree with each statement on a 7-indicate scale of 1 (strongly disagree) to vii (strongly agree).

The SWLS is a valid and reliable measure of life satisfaction that is suitable for utilize within a wide range of historic period groups and applications. Additionally, the satisfaction scale has shown sufficient sensitivity to exist effective in the detection of change and the tracking of progress in terms of life satisfaction during the form of coaching interventions (Pavot, Diener, Colvin, & Sandvik, 1991).

5 Activities to Implement into your Coaching Practice

The activities you lot implement tin can take a huge bear upon on the effectiveness of your coaching. Thinking of novel ways to assist in goal setting, motivation, and progress tracking can be onerous and time-consuming, then we've done some of the hard piece of work for y'all. The following activities can exist used to add a little variety or a fresh approach to your coaching sessions.

1. Goal Visualization

As people approach a goal, external representations, which increase the ease of visualizing the goal, enhance goal pursuit (Cheema & Bagchi, 2011). Specifically, easy-to-visualize goals are perceived to be more attainable and therefore encourage greater effort and commitment than goals that are more difficult to envisage.

Constructive in varied contexts, the visualization of goal progress also enhances motivation equally people arroyo their goal, which in plough increases endeavour and delivery.

As with the key goal-setting principles set out by Locke & Latham (1991), the goals set up within a coaching context should be challenging yet attainable – the beneficial effects of visualization be just when people are shut to the goal (Cheema & Bagchi, 2011).

The Goal Visualization tool aims to increase expectations for success, heighten motivation and emotional involvement, and initiate planning and trouble-solving actions through the promotion of goal-directed behavior. The aim, as shown below, is to use imagery to assistance clients cultivate a mental vision based on positive expectations, which is more motivating than positive fantasy.

In this image, nosotros've used the online coaching app Quenza to share the mp3 with our clients, so they can repeat the practice as homework. This will further strengthen their goal-related mental imagery, thereby increasing their motivation.

In order to visualize a goal it is essential that the objective is considered carefully; exist it personal, educational, or piece of work-related the goal must exist specific and clear in order to visualize it finer.

Once a goal has been set, the motorbus should enquire the customer to imagine their future selves and the steps they could take in the process of achieving their goal: in four weeks what decisions will they have fabricated to move frontward in achieving the goal?

In six months when/if they are closer to achieving their goal, how does that make them feel? Visualize the accomplishment of that goal; what emotions are you experiencing? Where are you? What are you doing?

Goal visualization is essentially thinking about the objective and the actions required to achieve it. Imagining not but the cease goal but also the incremental stages in reaching said goal encourages reflection on the process involved.

By looking back on an imagined journeying to success, clients can better consider the strategies they might use, the personal challenges they might face, and the day-to-mean solar day changes they can make in order to achieve their objective.

ii. Motivational Interviewing

Developed by Miller and Rollnick (2002) motivational interviewing (MI) is a collaborative and self-directed process that emphasizes the client/coachee every bit being ultimately responsible for making and sustaining change. Information technology involves the application of 4 bones principles, expressing empathy, developing discrepancy, rolling with resistance, and supporting self-efficacy.

MI lays the foundation for constructive coaching exercise by encouraging the customer to reflect on their electric current beliefs, its wider event on their colleagues, friends, and family, and encouraging long-term and intermediate goals (Greif, 2007).

According to Miller & Rollnick (1991) an effective motivational interviewer should:

• Express empathy through reflective listening.
• Develop a discrepancy between clients' goals or values and their current beliefs.
• Avoid argument and direct confrontation.
• Conform to client resistance rather than opposing it directly.
• Back up cocky-efficacy and optimism.

iii. Personal Goal Progress Review

As previously discussed goals and goal-setting within the coaching process is integral to coaching efficacy. According to goal setting theory (Locke and Latham, 1991), goal setting is most effective in the presence of unambiguous feedback which allows progress to be monitored ofttimes and for reassessment when required.

The Personal Goal Progress Review is a self-reflection tool that will assist clients in monitoring progress towards goal attainment by regularly reviewing the progress they have made in a mindful way, without self-judgment.

Together with the client think of a few essential questions that volition help track their progress, for example:

• What tasks did I complete in the terminal month that I am proud of?
• What are my goals for the side by side month?
• What problems accept I faced? Accept these been resolved?
• What is notwithstanding to exist achieved? What do I demand to do to achieve these goals?

The responses to these questions should be reviewed on a monthly basis in order to consistently monitor goal progress.

Check out the Positive Psychology Toolkit if you would similar to access and learn more about the Personal Goal Progress Review.

4. Reflective Journaling

According to Colton & Sparks-Langer (1993) reflective journaling:

1. Serves as a permanent record of thoughts and experiences.
2. Provides a means of establishing and maintaining a relationship with instructors.
3. Serves as a safe outlet for personal concerns and frustrations.
4. Serves equally an aid to internal dialogue.

Reflective self-evaluation has been shown to positively impact both intellectual growth and self-awareness, indicating that positive perception and deep agreement of 1'due south emotions, strengths, and weaknesses allows individuals to stand dorsum and reflect on their actions (Palmer; Bums & Bulman, 1994).

Client reflections tin be reviewed and revisited at any time, thus progressive description of insights is possible (Hiemstra, 2001). The inclusion of journaling during the coaching procedure allows clients to relate their growth, development, and success. When pre-agreed milestones are achieved both client and jitney tin can see the actions that led up to that accomplishment.

Taking some time to write downwards thoughts, ideas and emotions make them tangible and real, thus allowing clients to have a new perspective and discover themselves from a distance.

Y'all can find a helpful selection of reflective writing prompts for complimentary here.

5. The Emotion Meter

Developing Emotional Intelligence is about acquiring the skills to manage emotions – both the negative and the positive. Emotional intelligence improves one'due south ability to communicate and more finer relate with others, solve issues more than readily, manage change and build trust (Csikszentmihalyi & Csikszentmihalyi, 2006).

Individuals who have difficulty identifying their emotions may consequently lack the power to become aware of emotional states that would benefit from regulation in everyday life.

The Emotion Meter practice is designed to develop the skills of recognizing and labeling emotions by helping clients track their emotions at regular points throughout the day. Clients are invited to connect with their current emotional feel, paying attention to any physical sensations they may feel.

Afterward conscientious observation of their electric current emotional state, the pleasantness of the emotion and their current energy levels are rated on a scale of 1 to ten. The scores collated here will friction match an emotion on the emotion meter, for instance, a pleasantness score of vii and an energy score of eight corresponds with beingness focused, while a pleasantness score of 3 and an energy score of vii corresponds with feeling worried.

Developing emotional self-awareness takes practice. Over time, this exercise can become an intuitive and powerful tool for clients to acknowledge their emotional country, recognize the emotions that they are experiencing, and aggrandize their emotional vocabulary.

If you are interested in learning the skills required to professionally bus emotional intelligence, cheque out the Emotional Intelligence Masterclass©.

5 Coaching Interventions

1. Mindfulness Intervention

Mindfulness and coaching as a methodological partnership accept attracted theoretical and research interest, the results of which indicate the efficacy of mindfulness practices when practical to the coaching context – both for the coach and the client (Spence, Cavanagh & Grant, 2008).

This is possibly unsurprising when you lot consider the importance of in-the-moment attention and not-judgmental awareness in both mindfulness and in effective coaching practices.

There are many methods by which mindfulness can be incorporated into the coaching epitome, ane of which is the Torso Scan Meditation. Similar many guided meditations, breathing exercises, and other mindfulness interventions, the Body Scan works particularly well when used as an online coaching tool:

The body scan has been associated with a perceptual shift in which thoughts and feelings are recognized as events occurring in the broader field of awareness. This flexible practice can be applied face-to-confront, or digitally using coaching platforms such as Quenza (pictured).

Additionally, with regular practice the body scan has been linked to decreased rumination, an increased trend to draw experiences, and increased cocky-compassion (Sauer-Zavala, Walsh, Eisenlohr-Moul, & Lykins, 2013).

The body scan develops mindfulness via a number of avenues; by paying attending to different parts of the body in turn, deliberately engaging and disengaging attending, and past condign aware of – and relating differently to – positive and negative mental states.

You can learn more about this exercise and coaching mindfulness in the Mindfulness Ten Masterclass.

2. Motivational Awareness Intervention

The Daily Motivational Awareness intervention is used to increment customer awareness of motivation and the extent to which the motivation of daily activities is self-determined.

A customer who understands that they tin bear upon their own motivational levels is better equipped to adopt the practices required to maintain momentum toward their goals.

The motivational awareness exercise is simple to administrate and consummate; clients are invited to notice what motivates them throughout their daily activities and to consider the factors that influence it.

At random times throughout the day, clients should call back most their responses to 3 "sensation" questions: What am I doing? Why am I doing this? Where is information technology taking me?

Reflections on these questions are then recorded and human action equally a mode to reverberate on their behavior in terms of motivational orientation.

3. Appreciative Inquiry

Appreciative Research (AI) is an constructive intervention that tin provide opportunities for coaches to facilitate client learning processes more effectively. AI was described by Cooperrider (1986) as an arroyo that allows a client to experience a process of transformation through the exploration and discovery of their strengths and positive potential.

The appreciative coaching arroyo develops a foundation for constructing transformative changes in a positive mode; moving thinking and language away from a deficit (negative) orientation and toward more beholden (positive) orientation.

The appreciative coaching approach can influence the client's learning feel by deepening their appreciation of their unique contributions and accomplishments and creating sustainable solutions through collaborative discovery (Suess & Clark, 2014).

iv. Giving Negative Feedback Positively

Co-ordinate to Cleveland, Lim, & Murphy (2007), the only task more difficult than receiving operation feedback is giving performance feedback.

Despite this, constructive feedback has many positive benefits, including revealing obstacles that must be confronted if future success is to be accomplished. Remember also, that there is probably greater potential to learn from our mistakes than from our successes.

Folkman (2006) offered some general advice on approaching negative feedback with coaching clients:

• Focusing on the problematic behavior or action rather than the person will minimize the gamble of the feedback being interpreted as a personal assail.
• Exist constructive, specific, and not-judgmental.
• Mutually explore hereafter avenues for improvement or modify.

Yous can find additional guidance on the procedure of reframing negative feedback in a valuable mode in the Positive Psychology Toolkit.

v. Strengths-Based Intervention

Inquiry suggests that strength-based interventions are a significant predictor of change in transformational leadership behavior.

MacKie (2013) found that strengths-based approaches offer an effective leadership evolution methodology. The strengths approach in coaching encourages evolution by building on existing strengths rather than attempting to ameliorate weaknesses; consider what's strong rather than what's wrong.

It is likely that clients will feel more than positive nearly the coaching process if they consider their strengths and how they could develop them further rather than making upward for their perceived weaknesses.

In fact, working to our strengths feels better and is far more motivating than working on weaknesses (Kauffman, 2006). For case, compare the following approaches and consider how you would respond as a client:

A Deficit Approach
1. Think about an attribute of your piece of work that you detect burdensome and struggle to do well.
2. Formulate a 12-month goal for yourself to bring your performance in this area to an adequate level.
three. Detect how you are feeling.

A Strengths Arroyo
one. Call back most an aspect of your work that you enjoy and are adept at.
2. Formulate a 12-calendar month goal to develop your competence in that surface area further.
3. Discover how yous are feeling.

23 Useful Worksheets

Goal Setting

This compilation contains five workbooks and worksheets from the Positive Psychology blog that will help you guide your clients in setting effective life goals and monitoring progress towards goal attainment.

Self-Confidence

For many coaches, an important aspect of the coaching process is the clients' journey towards greater self-confidence. You can find a selection of five worksheets designed to better self-confidence through the exploration of strengths, cadre beliefs, and self-esteem.

Emotional Intelligence

If you'd like to introduce emotional intelligence to your coaching exercise, this drove of six EI worksheets and v workbooks is jam-packed with ways yous can help educate clients on the importance of emotional intelligence, enhance self- and social- sensation, and amend self-direction skills.

Reflective Journaling

This free worksheet is groovy for coaches who would like to introduce reflective journaling to their coaching practice. The exercises included provides thought-provoking prompts to assistance your clients ameliorate focus their attending on cocky-reflection and make the reflective writing process a trivial easier.

This self-reflection worksheet forms part of a larger commodity containing a plethora of self-reflection questions, exercises, and tools. The aim of this worksheet is to help your clients think nearly their values, strengths, and motivations.

Pre-Coaching Questionnaires

The inclusion of pre-coaching questionnaires is integral to accurately identify operation levels at the offset of the coaching process in social club to achieve valued professional or personal outcomes.

There are various methods by which this can exist assessed, for instance, diagnostic interviews or face-to-confront interviews; however, the pre-coaching questionnaire is an effective and less fourth dimension-consuming strategy to garner this information.

Pre-coaching questionnaires are designed to focus on specific areas of performance linked to specific coaching objectives. The results of which provide feedback at the beginning of the coaching plan which can then be used every bit a starting point in like-minded on objectives and future actions (Cooper, 2009).

Many coaches incorporate questionnaires into their pre-coaching ritual every bit a mode of ensuring clients are adequately prepared for – and committed to – taking action.

Comprehensive pre-coaching questionnaires are an efficient way to make up one's mind a client's needs and expectations prior to coaching and to monitor progress throughout the coaching process.

The most important aspects of the questionnaire are i) ensure the questions you lot ask are relevant, and 2) employ the information provided to follow upwardly on those questions. The pre-coaching questionnaire isn't simply an empty practise; the data should be used to shape your arroyo.

Questions should exist tailored to your specialty and exist created specifically to increase your knowledge of the client, but also to help raise your customer's sensation of what they are truly seeking.

Before administering the survey, a pre-test will assistance identify confusing questions and increase validity and reliability. If possible, individuals in the pre-test group should be similar to those who will consummate the survey when information technology is finished. Sharing this with clients online before an initial appointment will give you time to plan a more personal intake session with custom goals and self-reflection prompts:

The post-obit questions/statements will assist guide you in creating your own coaching questionnaire, as nosotros have washed above using Quenza'south custom Activity Builder:

• What are your expectations from the coaching program?
• What are the three biggest changes you would like to make in your life?
• List three goals you lot would like to achieve in the next three months.
• If you lot could alter one thing in your life correct now what would it be?
• How willing are you to practise what it takes to alter your situation?
• How shut/far does success seem to you, in your electric current life/career situation?
• What would you say are your 3 greatest strengths?
• How would you charge per unit your happiness on a scale of 1 to 10?
• In one sentence, how would you lot describe your previous year?

Tests for Coaches to Sharpen their Skills

An effective fashion to sharpen your skills every bit a bus is to identify your blind spots. We all accept them, it might be an area where you lot lack agreement, or maybe y'all need to piece of work on giving negative feedback more effectively.

Regardless of what information technology may exist, knowing where you need to ameliorate volition allow you to make the changes required to achieve more successful coaching outcomes.

Even if your coaching skills are skilful, information technology'south important that yous strive to find ways to make them even meliorate. At that place are many methods that can examination your coaching skills – surveys, questionnaires, scales; they all have the same objective, to permit yous know what you need to do to take your coaching skills to the adjacent level.

The Coaching Outcome Brusk Scale (COSS: Schmidt & Thamm, 2008) is i such method, adult as a way to appraise client satisfaction with their coach, the intervention program, goal attainment, effect, personal change, and levels of overall self-satisfaction.

Items on the COSS include questions related to satisfaction in terms the aspects mentioned above, for instance, "How satisfied are you with your bus?", "How satisfied are you with the progress toward achieving your goals?", "How satisfied are you with the personal change through coaching?", and "How satisfied were you with yourself in the coaching?"

The purpose of these questions is to give you, the autobus, an insight to your own strengths and weaknesses from the perspective of the client. Items on the COSS are rated on a ten-point calibration ranging from 1 (non at all satisfied) to 10 (very satisfied).

Every bit previously discussed, the passenger vehicle-client human relationship is paramount to coaching outcomes. The Working Brotherhood Inventory (WAI: Horvath & Greenberg, 1989) can be used to assess the strength of the coach-coachee relationship.

The 36-item instrument is widely used to assess the strength and quality of the relationship betwixt the coach and client across three subscales: Job, Goal, and Bond. A 12-item short-form version of the WAI was after adult by Tracey & Kokotovic (1989).

Validation studies have shown that the WAI and WAI brusk-form nowadays skillful construct validity and high reliability (Corbière, Bisson, Lauzon, & Ricard, 2006).

Becoming aware of the ways in which y'all can meliorate as a bus allows y'all to reassess the areas that require more attention. Any areas highlighted through client feedback can be addressed and developed further so you tin can continue on your journeying every bit a skilled motorcoach.

More Relevant Resource (on our blog)

Goal-Setting

The importance of goal setting inside the coaching process is vital to achieving positive results. You can discover more most the psychology and research behind the goal-setting process in this article, and a collection of 47 goal-setting exercises, tools, and games.

Additionally, if you would like to know more well-nigh the fundamental principles and techniques behind the goal-setting procedure, and advice on how best to accomplish those goals, bank check out the goal-setting article on the Positive Psychology blog.

This information-packed article contains some excellent guidance on determining and setting life goals, how to prioritize goals, and techniques for achieving the success that yous can contain into your coaching programs to employ with clients.

You can besides access 87 tried and tested goal setting exercises to help you guide clients in setting realistic and achievable goals.

Strengths

This article on leadership and strengths describes the importance of utilizing strengths in the workplace and how leaders can best employ a strength-based approach to their team or employees.

Y'all volition find a selection of vii strengths-finding tests and questionnaires, additionally, why non bank check out these TED Talks about VIA graphic symbol strengths and virtues.

Appreciative Inquiry

You tin find a comprehensive listing of recommended appreciative inquiry books that provide an overview of the central concepts and how best to employ beholden enquiry to a variety of contexts.

If you are interested in learning more about how best to utilise appreciative inquiry to the coaching process, you will discover a comprehensive selection of relevant tools, exercises, and activities here.

Emotional Intelligence

If emotional intelligence is a concept you would like to learn more about or introduce to your coaching procedure, you tin find further data on the importance of emotional intelligence and EI training on the Positive Psychology blog.

Additionally, you can check out these articles which give access to EI tests, activities, exercises, and recommended reading.

Self-Credence

The Scientific discipline of Self-Acceptance© is a science-based online grade designed to help you lot back up clients as they learn to successfully build a good for you relationship with themselves.

This self-paced masterclass provides you with the materials required to evangelize high-quality coaching and finer guide clients in creating a more than accepting and satisfying relationship with themselves.

Other Resource

Hither yous will detect eight indispensable positive psychology coaching skills that will make you a valuable, sought-afterwards practitioner.

17 Positive Psychology Exercises

If you're looking for more scientific discipline-based ways to help others enhance their wellbeing, this signature collection contains 17 validated positive psychology tools for practitioners. Use them to assistance others flourish and thrive.

A Take-Home Bulletin

Being a corking charabanc is an art course; not everyone tin can practise information technology with ease. To many, information technology may seem like an effortless skill, merely in reality, the very best coaches inspire, empower, and motivate their clients to progress and succeed.

While a dictionary will offering a edgeless still technically authentic definition, when discussing coaching through the lens of positive psychology we're focusing on the practices therein, maximal efficiency coaching strategies and crucially, the subjective benefits and well-existence promoted by coaching interventions.

I hope y'all have found this commodity to be a useful source of ideas, exercises, and cess tools that tin be incorporated into a variety of coaching contexts to help tailor your programs to meet the needs of your clients.

Allow us know in the comments if you've tried out any of the activities detailed above, accept they helped you to help others?

Nosotros hope you enjoyed reading this article. Don't forget to download our three Positive Psychology Exercises for complimentary.

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