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 exercise can be applied face-to-face, or digitally using coaching platforms such as Quenza (pictured).
Additionally, with regular practice the body scan has been linked to decreased rumination, an increased tendency to describe experiences, and increased self-compassion (Sauer-Zavala, Walsh, Eisenlohr-Moul, & Lykins, 2013).
The body scan develops mindfulness via a number of avenues; by paying attention to different parts of the body in turn, deliberately engaging and disengaging attention, and by becoming aware of – and relating differently to – positive and negative mental states.
You can learn more about this exercise and coaching mindfulness in the Mindfulness X Masterclass.
2. Motivational Awareness Intervention
The Daily Motivational Awareness intervention is used to increase client awareness of motivation and the extent to which the motivation of daily activities is self-determined.
A client who understands that they can impact 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 administer and complete; 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 think about their responses to three “awareness” questions: What am I doing? Why am I doing this? Where is it taking me?
Reflections on these questions are then recorded and act as a way to reflect on their behavior in terms of motivational orientation.
3. Appreciative Inquiry
Appreciative Inquiry (AI) is an effective intervention that can provide opportunities for coaches to facilitate client learning processes more effectively. AI was described by Cooperrider (1986) as an approach that allows a client to experience a process of transformation through the exploration and discovery of their strengths and positive potential.
The appreciative coaching approach develops a foundation for constructing transformative changes in a positive way; moving thinking and language away from a deficit (negative) orientation and toward more appreciative (positive) orientation.
The appreciative coaching approach can influence the client’s learning experience by deepening their appreciation of their unique contributions and accomplishments and creating sustainable solutions through collaborative discovery (Suess & Clark, 2014).
4. Giving Negative Feedback Positively
According to Cleveland, Lim, & Murphy (2007), the only task more difficult than receiving performance 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 achieved. 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 risk of the feedback being interpreted as a personal attack.
- Be constructive, specific, and non-judgmental.
- Mutually explore future avenues for improvement or change.
You can find additional guidance on the process of reframing negative feedback in a valuable way in the Positive Psychology Toolkit.
5. Strengths-Based Intervention
Research 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 development methodology. The strengths approach in coaching encourages development 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 positive about the coaching process if they consider their strengths and how they could develop them further rather than making up for their perceived weaknesses.
In fact, working to our strengths feels better and is far more motivating than working on weaknesses (Kauffman, 2006). For instance, compare the following approaches and consider how you would respond as a client:
A Deficit Approach
1. Think about an aspect of your work that you find 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.
3. Notice how you are feeling.
A Strengths Approach
1. Think about an aspect of your work that you enjoy and are good at.
2. Formulate a 12-month goal to develop your competence in that area further.
3. Notice how you are feeling.
23 Useful Worksheets
For further assistance with your coaching, below is a selection of useful worksheets to use with your clients.
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 improve self-confidence through the exploration of strengths, core beliefs, and self-esteem.
Emotional Intelligence
If you’d like to introduce emotional intelligence to your coaching practice, this collection of six EI worksheets and five workbooks is jam-packed with ways you can help educate clients on the importance of emotional intelligence, enhance self- and social- awareness, and improve self-management skills.
Reflective Journaling
This free worksheet is great for coaches who would like to introduce reflective journaling to their coaching practice. The exercises included provides thought-provoking prompts to help your clients better focus their attention on self-reflection and make the reflective writing process a little easier.
This self-reflection worksheet forms part of a larger article containing a plethora of self-reflection questions, exercises, and tools. The aim of this worksheet is to help your clients think about their values, strengths, and motivations.
Pre-Coaching Questionnaires
The inclusion of pre-coaching questionnaires is integral to accurately identify performance levels at the beginning of the coaching process in order to achieve valued professional or personal outcomes.
There are various methods by which this can be assessed, for instance, diagnostic interviews or face-to-face interviews; however, the pre-coaching questionnaire is an effective and less time-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 program which can then be used as a starting point in agreeing on objectives and future actions (Cooper, 2009).
Many coaches incorporate questionnaires into their pre-coaching ritual as a way of ensuring clients are adequately prepared for – and committed to – taking action.
Comprehensive pre-coaching questionnaires are an efficient way to determine 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 1) ensure the questions you ask are relevant, and 2) use the information provided to follow up on those questions. The pre-coaching questionnaire isn’t just an empty exercise; the information should be used to shape your approach.
Questions should be tailored to your specialty and be created specifically to increase your knowledge of the client, but also to help raise your client’s awareness of what they are truly seeking.
Before administering the survey, a pre-test will help identify confusing questions and increase validity and reliability. If possible, individuals in the pre-test group should be similar to those who will complete the survey when it 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:
What our readers think
Great information for new coaches like me
I found this information to be affirming and insightful. You also provide additional coaching resources that will serve me well in providing services to my clients.
A cracking resource !! Well done all.
Hello Elaine,
This is great information about leadership and coaching. It has several examples, links and a granular view about the approach that takes place when committing to a coaching philosophy. Our organization is trying to make this shift from my prior experience and sharing best strategies to achieve more rewarding results from our team. This will be great to review and help guide us through the process.
Elaine – huge thanks to you. The article provided numerous great ideas and resources. I will be able to incorporate some in my Organization Development and Coaching practice. Thanks for generously sharing! Wishing you continued health and joy in your work.
Thank you for this article, Elaine – I plan to share the link to this article with the coaches I serve. Very thorough and practical.
You have just helped me launch a brand new career. very many thanks!
HR Consultant turned Life Coach.
Thank you very much for this article is very inspiring and powerful
Hello Elaine,
I am coming to the end of my initial health and wellness coach training course. Currently completing an assignment on positive mental heath and psychological well-being. I enjoy the learning material resources available on positive psychology.com and this article on coaching tools is most informative, concise, thought provoking and helpful. Thank you for sharing!
Emmet, in Ireland