Ch 8 - Vision and Goals Flashcards
What are the essential elements of a vision?
Values (who do I want to be?)
Outcomes (What results do I want to achieve?)
Behaviors (What activities do I want to do consistently?)
Motivators (Why does this matter a lot to me right now?)
Challenges (What challenges will I overcome?)
Supports (What support team and structures will I put in place?
What are the qualities of a good vision statement?
1 it is desired (what the person wants, not what they don’t want)
2 it is grounded (building on current success)
3 it is bold (stretching the status quo)
4 it is palpable (written in present tense as if it were already true
5 it is participatory ( involving many stakeholders)
What is the connection between goal setting and vision?
Through goal setting we turn visions and intentions into actions and reality.
What does a Wellcoaches wellness plan include?
1 A compelling vision
2 3-month goals designed to lead to that vision
3 weekly behavioral goals that generate steady incremental progress
What is the definition of wellness?
Wellness can be described as the presence of well-being and the culmination of life and health giving practices
Or Wellness is the mastery of one’s well-being–physical, mental, emotional, and spiritual– through regular practice of healthful behaviors.
Wellness is not the absence of disease or the opposite of illness
How should vision statements be written?
In the present tense, as if they are already happening, and in the client’s voice.
Explain the difference between analyzing the causes of problems and appreciating what problems have to teach us. Give examples of how that may be done with clients.
Analyzing the causes of obstacles, barriers, setbacks, and challenges as though they were deficits to be fixed or problems to be solved can generate a downward spiral of discouragement and resentment.
It is better to assist clients to generate new possibilities for meeting challenges by
staying positive,
appreciating strengths,
brainstorming alternatives and
mobilizing resources
Until clients are ready, willing, and able to take action, what should the coach do to help increase their readiness to change?
In the early stages of change, it is especially important to express empathy for client feelings and needs as well as certainty that they have what it takes to succeed.
This validates clients and helps them reconnect with their capacity for change and growth.
What are the 4 mechanisms through which goals affect performance?
1 goals provide direction of attention and effort toward goal related activities
2 goals energize. High level goals lead to greater effort then low level goals
3 goals encourage persistance
4 goals affect action indirectly by leading to arousal, discovery, and use of task relevant knowledge and strategies
Explain the difference between behaviors and outcomes.
Outcomes - the results the client’s want to achieve (what they want to accomplish - such as losing 20 pounds)
Behaviors - the actions clients want to take to help them reach their desired outcomes (how to get there)
Where should outcome goals be included?
Primarily in the vision statement
True or False: In and of themselves, outcome goals do not lead to behavior change?
True
To assist clients in changing their behaviors it is important to set behavioral goals
True or False: Outcome goals such as losing weight, should never be included in 3-month or weekly goals?
False
Outcome goals–like losing weight– can be included as long as they are clearly tied to enabling SMART exercise and nutrition goals.
How do behavioral goals help clients reach their vision?
They enable clients to
1 think about the specific actions and behaviors they want to do next in working toward their vision
2 to measure progress against their initial baseline behaviors
3 measure the overall success of their coaching program
4 and enable coaches to measure success
What are the qualities of effective behavioral goals?
They are
1 SMART
2 break large goals into incremental goals
3 they are chosen by the client not imposed from the outside
4 address environmental factors (support team, systems)
5 they evolve as the client’s experience unfolds (trial and correction, not trial and error)
What can we learn from TTM about setting behavioral goals?
Behavioral goals should be scaled appropriately to the person’s stage of change.
In the early stages of change it is important to assist clients to develop “thinking about” and “feeling about” or “learning about” goal that will increase their readiness to change in a particular area.
Why is it important and valuable to track outcomes overtime?
To demonstrate and document that the behavioral goals are making a difference in helping the client achieve their desired results. If clients have not achieved their goals satisfactorily, new behavioral goals may need to be set. Examples of outcomes to track: Blood pressure Weight Stress levels Bone density Positive self-talk Peace of mind
Why do we ask clients to set 3-month goals?
Goals with a 3-month timeframe are medium-term goals during which time clients can start, learn, and hopefully maintain a new set of behaviors.
3-months is short enough to provide a sense of urgency for weekly goal setting allowing clients to mobilize their motivation around realistic and meaningful actions and outcomes.
What should you ask clients to help them set their 3-month goals?
What behaviors (actions) they want to be doing consistently 3 months from now in each of the wellness areas they included in their vision.
Specific, manageable, behavioral goals should be always linked to a client’s vision
How often should the coach review 3-month goals with the client?
It is appropriate and helpful to check progress toward 3-month goals on a regular basis (at least monthly)
Why are News Years Resolutions usually not successful for generating lasting change?
They are usually stated as outcome goals.
Without including the behavioral piece, the necessary action steps, clients are not likely to be successful.
Setting News Years Resolution as outcome goals which are not achieved by 60% of people, may lead people to think goal setting is a recipe for failure and clients who have been disappointed this way may be hesitant to set goals at all.
Teaching clients to break down their outcome goals into specific, manageable, behavioral steps makes steps more likely.
