CHANGE READINESS IN COACHING: Potentiating client

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CHANGE READINESS IN COACHINGPotentiating
client organizational change

• John Franklin PhD
• Macquarie University
• 9850-8031

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OUTLINE

• How effective is coaching?
• Possible determinants of change
• Client characteristics investigated
• Study 1 Psychologists ratings
• Study 2 Correlates of change
• Determinants of change in coaching
• Implications for coaching
• Development of Change Readiness Training

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HOW EFFECTIVE IS COACHING?

• Very little hard evidence to date
• Many want to change but few succeed fully
• Lessons from counseling therapy
• Variable take-up rates
• Variable completion rates
• Large individual difference in response
• Non-response amongst some individuals
• High relapse rates
• Limited generalisation
• Meaningful Vs statistical change
• But what determines change?

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POSSIBLE DETERMINANTS OF CHANGE

• Approach / technique
• Coach
• Environment (social, work etc)
• Relationship with client
• Client
• Clients assumed to be ready for coaching
• Stages of Change (Prochaska DiClemente, 1982)
• Precontemplation
• Contemplation
• Preparation
• Action
• Maintenance
• Termination / Relapse
• How to move people to the action stage?
• Motivational Interviewing,
• Solution focused approaches,
• Emotional Intelligence / Awareness

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CLIENT CHARACTERISTICS INVESTIGATED

• Many client variables investigated Little found
• Precursors (Hanna Ritchie, 1995, Hanna, 1996)
• 1. Sense of necessity for change
• 2. Readiness to experience anxiety or difficulty
• 3. Awareness of what needs changing
• 4. Confronting the issues
• 5. Effort
• 6. Hope that change is possible
• 7. Social support access to assistance if
  required
• Very little hard evidence

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STUDY 1 PSYCHOLOGISTS RATINGS(Riley
Franklin, 2003)

• N66 Experienced psychologists (M12.3yrs)
• Response rate 82
• Change Readiness Scale 23 items, 0-4 scale
• Wide variety of setting (public private)
• Varied orientations

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PSYCHOLOGIST RATINGS OF IMPORTANCE

• 1. Recognition of one or more issues that must be
  worked on
• 2. Accepting primary responsibility for change
• 3. Persistence when faced with setbacks or
  failures
• 4. Willing to commit as much as time as it takes
  to succeed
• 5. Preparedness to experience some discomfort
• 6. Can make sense of own thoughts feelings
• 7. Flexible adaptable in thinking
• 8. Sets specific and realistic goals
• 9. Believing that change is possible
• 10. Solution not problem focused
• NB No differences between orientations

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STUDY 2 CORRELATES OF CHANGE(Cumberland
Franklin, 2003)

• N15 experienced psychologists
• N 37 clients
• Macquarie University Psychology Clinic
• Varied orientations
• 4 transtheoretical outcome measures (by
  therapist)
• Present change, Anticipated change, Presenting
  issue, Underlying issue
• Change Readiness Scale 26 items, 0-4 scale
• Multiple regression controlled for number of
  sessions

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IDENTIFIED CORRELATES OF CHANGE

• Recognition of issues goals (p.000)
• Belief that change is possible
• Ability to set specific realistic goals
• Accepting primary responsibility for change
• Insight (p.002)
• Willingness to examine face issues
• Willingness to experience discomfort
• Ability to form a good working relationship
• Persistence when faced with setbacks failure
  (p.02)
• Other factors???

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CORRELATES OF CHANGE WITH COMPLEX ISSUES

• Ability to make sense of own thoughts feelings
  (p.005)
• Ability to understand the emotions of others
• Ability to manage own emotions
• Flexible and adaptable thinking (p.014)
• Other factors???

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DETERMINANTS OF CHANGE IN COACHING

• Are these factors also true of coaching?
• What do coaches think is important?
• What correlates with change in coaching?
• What determines change in coaching?
• Do the factors vary with
• Approach to coaching?
• Setting?
• Mode of delivery?

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IMPLICATIONS FOR COACHING

• Need to assess change readiness of clients
  organizations
• Need to prepare clients for change
• Development of Change Readiness Training
• Brief Change Readiness Scales
• Compact self-assessment booklet to prepare
  clients
• Extensive self-help workbook for clients
• Specific change readiness techniques for coaches

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FURTHER INFORMATION

• FOR FURTHER INFORMATION ON
• Change Readiness Scales
• Change Readiness Training
• Involvement in the research training program
• Please contact me at
• john.franklin_at_mq.edu.au
• 9850-8031 / 0414-714663