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NBHWC SECTION 2 - COACHING PROCESS EXAM | 253 QUESTIONS WITH COMPLETE SOLUTIONS | 64 PAGES, Exams of Health psychology

NBHWC SECTION 2 - COACHING PROCESS EXAM | 253 QUESTIONS WITH COMPLETE SOLUTIONS | 64 PAGES 2.1. Client-centered relationship Client-centered relationship Competencies (6) Correct Answer: 1. Client's agenda, needs, interests, and preferences (vs. coach's) drives the coaching relationship 2. Share coach's personal information/experience only when appropriate 3. Share information or recommendations only when specifically asked or given permission to do so or as otherwise required within scope of practice 4. Observe, name, and refer to client's beliefs and values 5. Convey the belief that client is resourceful and an expert in own experience 6. Adjust approach according to client's health literacy Four cornerstones of coaching (Arloski) Correct Answer: 1. Clients are naturally creative, resourceful, and whole 2. Coaching dares the client's whole life 3. The agenda comes from the client 4. The relationship is a designed alliance

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NBHWC SECTION 2 - COACHING PROCESS EXAM | 253 QUESTIONS WITH
COMPLETE SOLUTIONS | 64 PAGES
2.1. Client-centered relationship
Client-centered relationship Competencies (6)
Correct Answer: 1. Client's agenda, needs, interests, and preferences (vs. coach's) drives the
coaching relationship
2. Share coach's personal information/experience only when appropriate
3. Share information or recommendations only when specifically asked or given permission
to do so or as otherwise required within scope of practice
4. Observe, name, and refer to client's beliefs and values
5. Convey the belief that client is resourceful, expert in own experience
6. Adjust approach according to client's health literacy
Four cornerstones of coaching (Arloski)
Correct Answer: 1. Clients are naturally creative, resourceful and whole
2. Coaching dares the client's whole life
3. The agenda comes from the client
4. The relationship is a designed alliance
Two unique aspects of coaching
Correct Answer: - Coaching is a designed relationship
- Coaching language is permeated with permission
Coaching conversations focus on
Correct Answer: - Goals
- Unutilized potential
- Solving problems (but not just that)
- Developing skills
- Finding intrinsic motivation
Bark's 4 phases of coaching
Correct Answer: 1. Setting the Foundation
2. Co-Creating the Relationship
3. Communicating Effectively
4. Facilitating Learning and Results
Bark's Grid for Exploring the Unknown
Correct Answer: 1. What the clients knows but the coach doesn't know
2. What neither the coach nor the client knows
3. What the coach knows and what the client knows
4. What the coach knows but the client doesn't know
Humanistic approach assumptions of the client
Correct Answer: - Unique and whole
- Intelligent and a problem-solver
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Download NBHWC SECTION 2 - COACHING PROCESS EXAM | 253 QUESTIONS WITH COMPLETE SOLUTIONS | 64 PAGES and more Exams Health psychology in PDF only on Docsity!

NBHWC SECTION 2 - COACHING PROCESS EXAM | 253 QUESTIONS WITH

COMPLETE SOLUTIONS | 64 PAGES

2.1. Client-centered relationship Client-centered relationship Competencies (6) Correct Answer: 1. Client's agenda, needs, interests, and preferences (vs. coach's) drives the coaching relationship

  1. Share coach's personal information/experience only when appropriate
  2. Share information or recommendations only when specifically asked or given permission to do so or as otherwise required within scope of practice
  3. Observe, name, and refer to client's beliefs and values
  4. Convey the belief that client is resourceful, expert in own experience
  5. Adjust approach according to client's health literacy Four cornerstones of coaching (Arloski) Correct Answer: 1. Clients are naturally creative, resourceful and whole
  6. Coaching dares the client's whole life
  7. The agenda comes from the client
  8. The relationship is a designed alliance Two unique aspects of coaching Correct Answer: - Coaching is a designed relationship
  • Coaching language is permeated with permission Coaching conversations focus on Correct Answer: - Goals
  • Unutilized potential
  • Solving problems (but not just that)
  • Developing skills
  • Finding intrinsic motivation Bark's 4 phases of coaching Correct Answer: 1. Setting the Foundation
  1. Co-Creating the Relationship
  2. Communicating Effectively
  3. Facilitating Learning and Results Bark's Grid for Exploring the Unknown Correct Answer: 1. What the clients knows but the coach doesn't know
  4. What neither the coach nor the client knows
  5. What the coach knows and what the client knows
  6. What the coach knows but the client doesn't know Humanistic approach assumptions of the client Correct Answer: - Unique and whole
  • Intelligent and a problem-solver
  • Capable of focus, follow-through, and accomplishment
  • An adult and personally accountable
  • Imaginative and creative
  • Acting from their own sense of order and organizing principles
  • Willing to be a learner
  • Clear
  • Resilient
  • Competent in the work
  • Able to provide for themselves
  • Strong, talented, brave
  • Able to act from their own inner compass and unique vision, dream, or goal Mid-session tasks and competencies (Jordan) Correct Answer: - Reinforce self-accountability
  • Reflect needs and interests of client
  • Evoke agenda, goals, objectives from within the client
  • Ask open-ended, powerful questions
  • Identify key resources and support circles
  • Analyze readiness for change
  • Listen for re-cycling along Transtheoretical Model
  • Apply Adult Learning Theory when appropriate
  • Facilitate cognitive change Key words for the coach approach Correct Answer: - Accept
  • Ask
  • Guide
  • Help
  • Uncover
  • Support
  • Address
  • Assist
  • Encourage
  • Harness
  • Reframe
  • Enable
  • Inspire Coaching DONT'S Correct Answer: Don't:
  • Assume clients already know the answers
  • Make decision and judgment call quickly
  • Think about what to say next
  • Generate even the tiniest bit of quiet resistance
  • Rush clients through their "muck"
  • Be on "automatic pilot"
  • Offers acceptance and support
  • Allows for honesty and vulnerability
  • Demonstrates confidence in client's ability to learn, grow and change
  • Attends to client’s emotions, words and behaviors
  • Can address conflict and discomfort with acknowledgment and curious interest How to build trust (Arloski)? Correct Answer: - Authenticity
  • Integrity
  • Professionalism
  • Competence
  • Compassion
  • Consistent and reliable
  • Listening Building rapport (Jordan) Correct Answer: - Relaxed ease
  • Humor (respectful)
  • Mirroring techniques (NLP) i.e. matching posture, speaking style, energy
  • Eye contact
  • Listening intently, not interrupting
  • Presence, attention, support, empathy Building trust (Co-active coaching) Correct Answer: - Confidentiality
  • Results
  • Punctual, reliable
  • Believing in clients Building trust & rapport (Coaching Psych Manual) Correct Answer: - Hold unconditional positive regard
  • Show empathy
  • Be a humble role model
  • Slow down
  • Under-promise and over-deliver
  • Client's find the answers as far as is possible
  • Confidentiality is crucial
  • Be authentic
  • Solicit input and suggestions 2.3. Active listening and presence — Active listening and presence competencies (6) Correct Answer: 1. Be attentive and mindful
  1. Be open-minded
  2. Be curious without assumptions
  1. Pace communication to fit client's needs
  2. Listen for what is not being said
  3. Nonverbal communication
    • Use silence appropriately
    • Attend to and address nonverbal communication Active listening and presence overview Correct Answer: - Attune to nonverbal cues (expression, tone, emotions, energy
  • Notice relevant behaviors (or lack of)
  • Mindful awareness + curiosity and non-judgment about what is happening with client
  • As well as what is happening with themselves
  • Never assume you know what client needs (if so, self-management required)
  • Active listening and holding space
  • Allow clients time to reflect, process, identify what emerges Active listening skills (Arloski) Correct Answer: - Paraphrase & Restatement
  • Reflection of Feeling
  • Use of Silence
  • Relying on Intuition
  • Request for Clarification
  • Acknowledgment
  • Summarization Describe Paraphrasing / Restatement Correct Answer: - Stating back the essence of what was said
  • Allows them to feel heard, understood
  • To realize what they said
  • To clarify their true meaning
  • Evidence of listening
  • Restatement = verbatim in tone of "checking it out" Describe Reflection of Feeling Correct Answer: - Meaning behind the words
  • Feelings rather than content
  • NOT same as interpretation
  • Estimation of what feeling you're observing
  • Empathy
  • "You seem" / "What I hear is" / "It sounds like" Describe Use of Silence Correct Answer: - Waiting before responding ... allowing room for more
  • Allow for client-centeredness
  • Allows for deepening
  • Esp. after client makes a powerful statement
  • Allows client to follow own thought process
  • Affirmations
  • Playfulness and laughter Levels of Listening (Co-Active Coaching) Correct Answer: - Level 1: what does this mean to ME?
  • Level 2: awareness totally on clients. Empathy, clarification, collaboration
  • Level 3: Global listening, all the senses, expanded awareness, intuition. What to do if triggered during a session? Correct Answer: - Notice the feelings
  • Set them aside and stay focused on client
  • Examine feelings later Mindful listening bullet points Correct Answer: - Don't think about what you'll say next until client finished talking.
  • Pause after client has spoken
  • Weave client's last words into the next step
  • Weave client's story into later steps
  • Listen for emotions as well as facts
  • Do not interrupt (unless needed to get back on track)
  • Mirror to confirm understanding Four qualities of empathy Correct Answer: - Curious without being demanding
  • Interested without being intrusive
  • Compassionate without being condescending
  • Persistent without being impatient 24 character strengths Correct Answer: 1. Creativity
  1. Curiosity
  2. Open-mindedness
  3. Love of learning
  4. Perspective
  5. Bravery
  6. Persistence
  7. Integrity
  8. Vitality
  9. Love
  10. Kindness
  11. Social intelligence
  12. Citizenship
  13. Fairness
  14. Leadership
  15. Forgiveness and mercy
  16. Humility/modesty
  1. Prudence
  2. Self-regulation
  3. Appreciation of beauty and excellent
  4. Gratitude
  5. Hope
  6. Humor
  7. Spirituality Coaching Relationship Skills Correct Answer: 1. Perceptive Reflections
  8. Positive Reframing
  9. Silence
  10. Humor and Playfulness
  11. Championing 2.4. Client emotions and energy — Client emotions and energy competencies (5) Correct Answer: 1. Attend to the client's state of being (mood/affect/presence)
  12. Acknowledge client's emotions
  13. Ask client to describe emotions when appropriate
  14. Show empathy (resonance with)
  15. Foster self-compassion Client emotions and energy overview Correct Answer: - Emotions can generate insight
  • Emotions can impact the brain's capacity for learning and change
  • Coach calls attention to positive shifts in energy or emotion that may support behavior change
  • Coach encourages client to foster self-compassion and acceptance of emotions
  • Emotions allow a more honest appraisal of one's behaviors
  • Emotions allow for better self-care
  • Harsh self-criticism leads to avoidance and undermines insight Questions for Sense of Purpose and Meaning Correct Answer: - What brings you great joy?
  • When do you feel most alive and vital?
  • What makes getting out of bed in the morning worth it?
  • Who do you admire? What is that person's life purpose?
  • How would getting more connected to your sense of purpose change your life? When and how to use compassion? Correct Answer: - When client wants to cultivate love for self and others
  • Ask client what helps them feel more love and opens their heart
  • Offer the practice of loving kindness meditation

Correct Answer: - Respectful and appreciative understanding

  • Involves both emotional and cognitive awareness
  • NOT pushing too hard
  • NOT sympathy (identifying with someone's experience; interferes with listening)
  • NOT pity (grieving someone's experience; undermines self-esteem; implies fateful resignation) Expressing empathy with NVC Correct Answer: - Make observations, not evaluations
  • Express feelings, not thoughts
  • Identify needs, not strategies
  • Make requests, not demands NVC Communication Model Correct Answer: 1. Observe (When I see/hear/notice; objective descriptions)
  1. Feel (I feel ...)
  2. Need (Because I need; universal requirements)
  3. Express/Request (I appreciate/Would you be willing to...? Connection action) 2.5 Reflections — Reflections competencies (4) Correct Answer: 1. Simple content reflections, paraphrasing
  4. Double-sided & other types of reflections as indicated in Motivational Interviewing (e.g., amplified, feeling & meaning reflections)
  5. Summaries
  6. Recall previous information and experiences of client Reflections Overview Correct Answer: - Convey active listening
  • Give client opportunity to witness own words, perspectives and beliefs
  • Engage client and inspire learning
  • Use double-sided reflections to raise awareness around discrepancies in words, emotions or behavior
  • Use amplified/exaggerated reflections to elicit a reconsideration of aspects of resistance 2.6. Expand the conversation — Expand the conversation competencies (7) Correct Answer: 1. Open-ended questions
  1. Evocative (powerful) questions
  2. Use of metaphors based on client language and interests
  3. Brainstorm
  4. Connect the focus to multiple dimensions of client's life
  5. Explore broader perspectives and inspire interest in new possibilities
  6. Incorporate coach's intuition

Expand the conversation overview Correct Answer: - Help client expand possibilities by asking curious questions that evoke deeper thinking and self-reflection

  • Use open-ended questions ("what" or "how") to encourage exploration and highlight strengths, values, and opportunities for learning
  • Help expand client perspective and explore interconnections in client's life Key to Exploration with Questions Correct Answer: - Pose questions for your clients to ask themselves.
  • Let go of playing detective Bark's Tools for Expanding the Conversation Correct Answer: - Scaling (even for what is a 10? Then where are you now?)
  • Walking the Talk
  • Intuition
  • Silence
  • Magic Wand Powerful questions have these effects ... Correct Answer: - Meet people where they are but stretch them
  • Reveal hidden assumptions that act as barriers
  • Have tremendous energy, allowing people to find meaning and relevance
  • Create possibility-oriented responses and further conversations
  • Shift the conversation away from a problem to a possibility-focus
  • Generate curiosity in the listener
  • Stimulate reflection and refuel purpose and meaning
  • Are thought-provoking
  • Invite creativity
  • Focus attention and inquiry
  • Stay with you, linger
  • Evoke more questions Other powerful questions tips ... Correct Answer: - Stay on track — ask questions relevant to the client's agenda, values and growth, not your own
  • Redirect the client if they are getting off track by reminding them of the agreement to keep them on track
  • Start with wheel assessment and look at discrepancies
  • Use possibility thinking — what could be possible?
  • Avoid "why" questions. Instead use "how, when, what else?
  • Most helpful questions are for clients, not you
  • Leave your client with an inquiry
  • Evoke, don't direct Mid-session tasks and competencies Pt. 1 (Jordan)
  • Who do you need to be? Define brainstorming in coaching Correct Answer: - A creative collaboration between client and coach with the sole purpose of generating ideas, possibilities, and options.
  • Clients will pick the option with the most appeal Ground rules for brainstorming Correct Answer: - There are no bad ideas
  • Don't worry about practicality at this point
  • Coaches should not be attached to their own good ideas
  • Coaches should not use brainstorming as a camouflage for pitching their own solutions. Five steps to moving from stuck to possibility (Co-Active Coaching) Correct Answer: 1. Perspective: identify and expand current perspectives
  1. Choice
  2. Co-Active Strategy
  3. Commitment
  4. Action Tools for expanding perspective Correct Answer: - Have a clear subject to explore
  • Imagine a subject or object from "all sides"
  • Use intuition to listen below the surface
  • Maintain curiosity Ways to express an intuitive sense Correct Answer: - I have a sense ...
  • May I tell you about a gut feeling I have?
  • I have a hunch that ...
  • Can I check something out with you?
  • I wonder if ...
  • See how this first for you.
  • My intuition tells me ... DARN acronym in Motivational Interviewing Correct Answer: - Desire - "What do you want, like, wish, hope, etc.?"
  • Ability - "What is possible? What can or could you do? What are you able to do?
  • Reasons - "What reasons would you have for making this change? What would the benefits be?"
  • Need - "How important is this change?" "How much do you need to do it?" (DARN elicits change talk) Ways to present open-ended inquiry Correct Answer: - Take time to evoke and listen
  • Evoke storytelling
  • Invite clients to elaborate and tease out nuance, meanings, treasure
  • Display curiosity
  • Listen to what's being said and not being said
  • Elicit what's on the client's mind, not the coach's mind Examples of open-ended questions Correct Answer: - 1, 3, 5-year question (I.e. around wellness)
  • Top 3 values or goals
  • What part of your life is most important to you?
  • What would you like less/more of?
  • What excites you?
  • Best case and worst case scenarios
  • What will it take for you to make changes?
  • What are some new possibilities you haven't considered before?
  • What is holding you back or standing in your way? And how is it holding you back?
  • What are you afraid of?
  • What is at risk for you?
  • What is happening when you feel ____? What to do when a client avoids or fails to respond to a question, or if you think they aren't being totally authentic? Correct Answer: - Drop it and come back another time.
  • Accept the client's decision about what to share and what to keep private. Again ... top expand the conversation skills Correct Answer: - Mindful listening
  • Evocative inquiry
  • Perceptive reflections
  • Honoring silence
  • Open-ended inquiry
  • Creative brainstorming
  • Facilitating generative moments
  • Explore decisional balance and develop discrepancy 2.7. Focus and refocus the conversation — Focus and refocus the conversation competencies (5) Correct Answer: 1. Closed-ended questions
  1. Interrupt and re-direct
  2. Bottom-lining
  3. Scaling questions (using a scale of 0-10)
  4. Ask the client to summarize the topic Focus and refocus the conversation overview Correct Answer: - Balance coaching between exploratory thinking and action-oriented focus
  • Empower the client MI acronym WAIT Correct Answer: - Why
  • Am
  • I
  • Talking? 2.8. Assist client to evaluate and integrate health information — Assist client to evaluate and integrate health information overview Correct Answer: - One objective is for client to be well-informed of health and well-being status
  • First identify what the client understands
  • Assist client in finding and using resources
  • Assist client to accurately evaluated and integrate multiple sources
  • i.e. health care provider input, assessments (existing and self-assessment), health risk assessment, basic biometrics, appropriate referrals Integrative Health & Wellness Assessment (IHWA) Wheel Topics Correct Answer: 1. Life Balance & Satisfaction
  1. Relationships
  2. Spiritual
  3. Mental
  4. Emotional
  5. Physical
  6. Environmental
  7. Health responsibility Integrative Health & Wellness Assessment (IHWA) Guidelines Correct Answer: - Open session
  • Invite client to choose topic
  • Allow client to determine direction of conversation
  • Hear client's story
  • IHWA statements (on 8 topics)
  • Listen for "should" and "could"
  • Explore stages of change
  • Help client find strong motivators
  • Close session 2.9. Goals and implementing action — Goals and implementing action competencies (10) Correct Answer: 1. Transtheoretical Model (stages of change)
    • Recognize by what client says
    • Know which techniques to apply in what stage
  1. Specific, measurable, achievable/attainable, realistic/relevant, timely (SMART) goals
  2. Patient activation and engagement models
  3. Facilitate visualizing to elicit intrinsic motivation and goal direction
  4. Commitment to action
  5. Encourage behavioral stretches but also set a comfortable pace of learning and implementation of client's goal
  6. Anticipate, plan for, and help client navigate challenges
  7. Behavior tracking
  8. Develop and manage accountability plan
  9. Behavioral goals (also known as process goals or learning goals) vs. outcome goals
    • Recognize different types of goals (i.e. behavioral vs. outcome goals
    • Behavioral, AKA process or learning goals, may be more effective Goals and implementing action overview Correct Answer: - Support client to choose goals and action steps carefully
  • Small, gradual successes predict long-term engagement
  • Recognize readiness to change
  • Support client in designing appropriate action steps toward self-determined goals
  • Track progress over time
  • Allow client's to learn to track their own behavior, problem solve, and observe impact of actions
  • Do not focus on outcome when reviewing progress, but rather emphasize client's effort and what was learned in both successes and setbacks What are the 6 stages of change? Correct Answer: - Precontemplation
  • Contemplation
  • Preparation
  • Action
  • Maintenance
  • Termination Stages of Change statements Correct Answer: 1. Precontemplation: "I won't," "I can't."
  1. Contemplation: "I may"
  2. Preparation: "I will"
  3. Action: "I am"
  4. Maintenance: "I still am" Describe Precontemplation and how to work with it Correct Answer: - No intention of changing
  • Deny having problem
  • In coaching because other people tell them
  • Demoralized Change by
  • Consciousness raising

Arloski - Contemplation Correct Answer: - Considering but can be ambivalent

  • Use introspection, what the payoff is, bring in rational mind and emotions into play
  • Can get stuck weighing pros and cons, so look at how behavior working for them and not
  • Internal and external exploration Arloski - Preparation Correct Answer: - Getting ready to change
  • Gathering information about topics and resources
  • Removing temptations
  • Planning how action will be taken
  • Arranging support and understanding
  • Arrange substitutes for a missed habit or activity with care
  • Difficult to move from contemplation to preparation, often
  • Preparatory steps are the new action
  • Agreements can be built into coaching method and accountability set up to be in client's realm Arloski - Action Correct Answer: - Stage most of us picture, actual practice of the new way of being
  • Make sure action feels entirely congruent with who client it and how ready they are
  • Coaching accountability methods ensure greater follow-through
  • When follow-through fails, explore motivation Arloski - Maintenance Correct Answer: - Maintaining an action that's been taken
  • Remember it's a spiral model, up and down
  • Recognize lapse and take immediate action to curb self-criticism and save the effort
  • High accountability support
  • When spirals back, help re-set goals based on new stage
  • Support self-monitoring or self-tracking
  • Help avoid self-deception
  • *Recycling is often done on way to true maintenance and termination Arloski - Termination Correct Answer: - Behavior has become a regular part of person's life
  • Engage in behavior without much thought
  • Sometimes total termination may not occur, but rather a lifetime of careful maintenance
  • Confidence peaks after a year, but temptation to lapse continues for 2-3 years
  • Help person know when they've achieved their goal
  • Help client make distinctions between on-going maintenance and termination
  • Help client focus on other behaviors or what they want to work on next
  • Help clients work towards independence and self-sufficiency, and termination of coaching How to Coach using Readiness for Change

Correct Answer: 1. Help client recognize stage they're in for specific behaviors

  1. Coach for completion of the client's current stage
  2. Coach the client toward the next step in the spiral model of change A review of realistic goal setting Correct Answer: - Realistic and obtainable
  • Short enough to have success completing
  • Imperative enough
  • Imaginable
  • Specific
  • Client-generated
  • Challenging When to use imagery? Correct Answer: - To move forward on goals
  • When having trouble seeing something happen, or accomplishing a goal
  • To change mood level or stress Bridges' Map for Change Correct Answer: - Endings
  • Gap
  • New Beginnings Bark Coaching Institute Model of Stages of Change Correct Answer: 1. Incubation Period - thinking opened up to possibility of change
  1. Pro and Con - actively considering change
  2. Surrender - giving into a new way
  3. Awkward Period - not wanting old, but not yet comfortable with new
  4. Integration - new habits incorporated
  5. Redefining Period: refreshing old habits that might still be useful but in a new light General Notes of Models of Change Correct Answer: - Facilitate awareness
  • NOT linear Questions to ask for Pros Vs Cons Correct Answer: - (Contemplation stage)
  • Why do I want to try and change?
  • Why shouldn't I try and change?
  • What would it take?
  • Do pros outweigh cons?
  • Can I really do this? Coaching action checklist (Jordan) Correct Answer: - Listen for the feasibility of attaining the goal
  • Help client identify necessary skills and capabilities