Coaching For Six Stages Of Change

Leading for A Change

Rev. Gary Sweeten, Ed. D., LPCC, Retired

Sweeten Life Systems

Life Way Counseling Centers

Doing the right things at the right time

http://garysweetenblogspotcom.blogspot.com

www.garysweeten.com 513-300-5065

http://garysweetenblogspotcom.blogspot.com/

http://www.garysweeten.com/

04/14/23 Change for Good 2

Who Decides to Change?

• The Consultant• The Doctor• The Boss• The IRS• The Lawyer• The Pastor• My Mother-in-Law

• What is Change?


Describe Change

• Any activity that you initiate to help modify your thinking, feeling or behavior is change.


Kinds of Change

• Numerical• Personal• Spiritual• Organic

• You Add--


Stuck? Analyze a Situation

• Worker is Stuck in changing

• What• When• How• Describe

• Find two people to discuss this with

• What have you tried?• What worked?• What failed?


Research

• The Trans theoretical Model: different approaches at different stages.– Non-Directive– Directive– Educative– Milieu– Paradox– Brainstorm– Narrative– Prayer

• The issue is not just What to say and do.

• A key is know – when to act and

– What we do.


Do the Right ThingAt the Right Time

– The Wrong thing to do at the Wrong time

WRONG WRONG thing

WRONG WRONG time

WRONG WRONG thing

RIGHT RIGHT time

RIGHT RIGHT thing

WRONG WRONG time

RIGHT RIGHT thing

RIGHT RIGHT time

– The Wrong thing to do at the Right time

– The Right thing to do at the Wrong time

– The Right thing at the Right time


TIMING and INFLUENCE

• Wrong Intervention @ Wrong Time = Disaster

• Wrong Intervention @ Right Time = Bad Decisions

• Right Intervention @ Wrong Time = Frustration

• Right Intervention @ Right Time = Progress


Research

• All change is self-change!– Work– Religion– Counsel– Parenting– Management


Successful Self-change• Individuals follow a powerful and, perhaps

more important, controllable and predictable course.

•

• Along this course are various stages, each calling for particular and different approaches to change.


Six Stages of Change

• Pre-Contemplation/Conviction

• Contemplation/Conviction

• Preparation-Consider Cost

• Commit to Action

• Continue Action

• Closure-Solution Applied


1. Pre-Contemplation

• No Problems Seen by Client– Others see the problem– Clients don’t see the problem

• No plans for change in the next six months

• This new idea is a fad and will pass


2. Contemplate Change

• Problem exists some times, not NOW– Is this new process/approach/program worth

the hassle? Ambivalent!

• Will change over the next six months– Sees some Pros of the new program

• No Action right now-Too many Cons

• Not ready to change


3. Prepare to Change

• Count me in!– Intends to take action soon!– Getting ready– Vulnerable to resistors

• More Pros than Cons (Tipping Point)– This is a critically important stage!– Counts cost


4. Action!!!!

• I am doing it!

• I try to implement new skills & knowledge

• Six Months of Practice

• I feel clumsy and get discouraged

• I might lapse and be embarrassed– Do not pressure Action before Preparation is

completed. May discourage Action


5. Maintain Change Steps

• Practice Makes___________

• Took Action over six months ago

• Learning curve gets easier

• Can’t believe we didn’t do this before!

• I was all for this all the time!


Maintenance

• Prevent Relapse • HALT

– Hunger – Anger – Lonely – Tired

• Avoid– Crises– Lack of support team– Lack of affirmation at

home– Lapses


6. Completion Of Change

• Not tempted to return to problems

• New skills are habits– Body memories (GOLF)– Always been this way


Finished!

• System has changed– New Patterns

• Thinking about new challenges– New changes needed


How Do We Influence Others?• Common Factors

• Skill and Knowledge of Manager– Interventions

• Faith and Hope of the Worker– Past experiences

• Interaction of Manage & Worker

• Worker Motivation

• Worker Support for Changes


Circle of Influence

Mgt Ideas

Seeker Hope

Seeker-Coach Relationship

Outside Factors

Motivation

Encourage


Sources of Influence

• Helper/Manager Knowledge and Skills

• Coach-Mentor-Consultant – Knowledge, techniques, interventions– Grad School and Text Book



• Faith & Hope of the Client

• Positive or Negative– Placebo– I can change – I can improve– The Coach can help me



• Emotional IQ

• Relationship of Mgr & Worker

• Caring interaction patterns – Always Spiritual – Inviting– Genuineness– Respect Empathy Warmth



• Seeker’s inner life space– Motivational level – Interest– Insight– Pain



• Support System– Outside events (Books, TV, Water Cooler)– Support for change (Friends, Family,

Colleagues)


Percentage of Influence

Coach Ideas 15%

Seeker Hope 15%

Seeker-Coach Relationship 30%

Outside Factors

Motivation

Encourage 40%


Stuck? Analyze Readiness

• A Client is Stuck in the process: Stage?

• A personal change issue: Stage?


Research on Groups

• About 20% of the folks in an organization are ready to Take Action at any one time.

– Be a detective and find where people are in the change process

• Find the 20% – Action Plans are most successful when they

unfold over time.


Do the Little Things

• The action stage is simply one of six stages.– It is not everything– Do not get ahead of the Client in readiness for

change. – Make sure you know where the person is in

the process


Plutarch

• Many things which cannot be overcome when they are together yield themselves up when taken little by little.


Research

• We are more likely to be successful in attempting to influence change if we give two choices…rather than one;


Success

• Success rate improves with three or more choices.

• (Use a bad choice.)

• Choices increases motivation; commitment gets stronger.


Success

• We become more likely to complete all six steps of change if we have choices


Most Important Factors

• Listen, for Heaven’s Sake!

• Know client

• Know stage

• Know resistance

• Know Pros and Cons– Don’t push – Offer options– Clarify and move on


Research

• People who believe they have the autonomy to change themselves are more likely to act successfully than if they have limited choices.

• Victimization Language limits one’s motivation to change


Open Discussion

• What stage are you Personally?

• As a Consultant?

• Share one at Table


Growth and Change

• This is an asset based not a sickness model for Peer & Para professionals– We look for resources and strengths– We look for small, strategic changes – We look for solutions – We do not want in-depth family or

psychological knowledge of the Seeker

• We cannot change anyone else


Cooperating With Six Stages of Change

• The Seeker Moves Along– I. Visitor-Pre Conviction

• No problem.

– II. Complainant-Conviction, Consider Cost• A problem but others need to change

– III. Ready to grow-Commit to Grow• I see a need to change

– IV. Maintains change-Continued Growth• Support and encouragement


Cooperation by Helper• I. Visitor Stage

– Satisfied– No Problem

• II. Complainant– Dissatisfaction– Focus outward

• III. Ready to grow-– Helper facilitates goals – Rewards growth

• IV. Maintenance-– Encourager

• I. Host – Listens and builds trust– Asks about issues

• II. Listener– Listens– Open questions– Clarifies info about solutions

• III. Helper– Supports Goals– Asks questions

• IV. Looks for Progress


Proactive Learning Teamwork Stress Mgt

Pre-WorkOn Issue

Social Support Understand my stress

Sharing Collaborate Decisions Support health

Affirm Insights Decisions Together Help me stay calm

Keep me competitive Allow Mistakes Time

Understand Pros Share Work Rewards

Pros To Share


Three Cons

Proactive Learning Collaborative Teamwork Stress Management

Must share my private life

Make me Dependent Too much time

Time Away from my Routine

Reduce my autonomy Disrupt my schedule

Requires more time to study

My unique talents will be missed

Stress give me an edge


Hope and Change for Humpty Dumpty Sweeten, Sweeten and

Griebling• The Processes of Change


New Ideas About Change• Group Change www.positiveworkplace.com

• Mastering Change: A Core Competency for Employees, Prochaska, Janice, Pro-Change Behavior systems, P.O. Box 755 W. Kingston, R.I. 02892

• Change for Good, Prochaska, Norcross and Di Clemente, Harper Collins

• Hope and Change for Humpty Dumpty, Sweeten & Griebling, www.authorhouse.com

http://www.positiveworkplace.com/

Documents

Coaching For Six Stages Of Change