UPCOMING WEBINARS
Our Readiness for Change
RESEARCH YOU WANT TO KNOW
Coaching at Every Stage of Change-May 9th Coaching Executives to Lead Their Companies to Growth-June 6th Business Transformation: Drive Change and Create A Culture of Innovation-June 26th
COACHING REPORT
DIRECTOR'S CORNER
Enhancing multiple domains of well-being by decreasing multiple health risk behaviors: a randomized clinical trial.

Pre-Registration Now Open: 2018 Coaching in Leadership and Healthcare Conference
Changing to Thrive by James O. Prochaska, PhD and Janice M. Prochaska, PhD
EVENTS
Judith Glaser on Bringing People In
May 2018
BOOK OF THE MONTH
COACHX
Or more apt here, when the client is ready the coach will appear. This ancient quote is also a reminder that most of us aren’t ready to change most of our behaviors at any given time. What determines our readiness to change? Thanks to the eminent psychologist James Prochaska, his collaborators at the University of Rhode Island, and more than 1,000 studies that led to the creation of the Transtheoretical Model (TTM), we now have a map of the five stages of change and the two common underlying drivers. Here are the five stages: Pre-contemplation – No way!!! Very low confidence, or defiance Contemplation – On the fence. Maybe... Preparation – Getting ready, anticipating Action – Actively engaging in new behaviors and mindsets while still wobbly and vulnerable to lapses Maintenance – Behaviors and mindsets become automatic 
The below graph, based on a meta-analysis study, tells the story about the readiness drivers in a simple fashion. The conclusion: Our readiness to change a behavior is determined by decisional balance—the balance of the pros for change (motivation) and the cons or barriers to change (which reduce confidence). The meta-analysis showed that the change process is consistent across 48 health behaviors and reasonably extrapolated to other behaviors.
Director's Corner
The underlying drivers of change shift as you spiral (drivers don't shift in a straight line) through the stages of readiness: Pre-contemplation—Barriers to change far outweigh the motivators to change. Contemplation stage—Cons and pros are equally balanced, which leads to feeling stuck or ambivalent. Preparation and action stage—Motivators improve while barriers decline Maintenance stage—Low cons (or low barriers to change,) generate high confidence, and high and stable pros or motivators for the behavior. Another important message for coaches from the Prochaska team’s experience is that roughly 80% of us are in the pre-contemplation or contemplation stages for any given behavior. I often describe motivation and confidence as the twin engines of change—both engines need to be fully powered up to move forward. Some years ago I developed a tool, for physicians, that maps motivational interviewing rulers to stages of change. This tool helps patients quickly select behaviors, that are ready to move into action. The tool asks patients to score (1-10) for confidence, and again for motivation. 


Moore © 2008
It’s important to select behaviors where the score, on both dimensions, is at least six or seven, and help clients increase both scores by a point or two. This approach might help us set more promising New Year’s resolutions and avoid the risk that we aren’t as ready as is needed—both motivation and confidence need a boost before getting into action. In their new and updated book on the TTM, Changing to Thrive, Jim and Janice Prochaska explain that each stage of change needs a different strategy and coaching tools. It's important to match coaching tools to these stages and recognize that the change—work is different for earlier and later stages. Early stage change—work is more cognitive and focused on mindset, including improvements in motivation and confidence. Later stages represent a more tangible approach and focus on engaging and supporting new habits and practices.This work is invaluable to coaches and anyone using coaching skills, leading IOC to honor Jim and Janice Prochaska with the 2017 IOC Vision of Scientific Excellence in Coaching Award.
Are people really ready for coaching if they are not ready to change? As the expert, we often assume that people are ready to hear and act on our advice, even when they are not. As I recently explained in an IOC blog titled: The Expert's Dilemma, the truth is that most people are ready to change something, although often not what you or others think is the priority. Hence, coaches should meet clients where they are and help them find the thing they are ready, willing and able to change. So when is the client is ready then? When the coach is ready to focus on what the client is ready to change.
 Yours, Margaret Moore, aka Coach Meg


 Note: If you missed the 2017 Coaching in Leadership and Healthcare Conference, we have a lot of resources related to the TTM for you: Join our May 9th webinar with the Jim and Janice Prochaska: Coaching at Every Stage of Change. Enjoy the video of Jim Prochaska's 2017 conference keynote: Coaching to Thrive. Watch the video of Jim and Janice Prochaska's MasterClass on the TTM. Download our Top Ten TTM Resources.
Enhancing multiple domains of well-being by decreasing multiple health risk behaviors: a randomized clinical trial.
Prochaska, J. O., Evers, K. E., Castle, P. H., Johnson, J. L., Prochaska, J. M., Rula, E. Y., . . . Pope, J. E. (2012). Enhancing multiple domains of well-being by decreasing multiple health risk behaviors: a randomized clinical trial. Popul Health Manag, 15(5), 276-286. doi: 10.1089/pop.2011.0060 Background The Transtheoretical Model (TTM) integrates important dimensions of behavior change. Through the stages of change that it identifies, the model integrates common processes of change found in several theories, and thus is called ‘trans-theoretical.†In addition to the stages of change (changes of motivational readiness through time), the model includes constructs such as decisional balance (benefits and costs of changing); self-efficacy (confidence to engage in a behavior and temptation); and ten processes of change (activities in order to progress through the stages). Thus, according to this model, some of the processes are more effective at specific stages and a matching of process to stage is instrumental in achieving the desired change. The research team designed a Randomized Control Trial of behavior change interventions for improving wellbeing, which are theoretically based on the TTM. The study employs a broad understanding of “wellbeing†that includes multiple domains. It aims to see how these domains of wellbeing could be enhanced simultaneously (and multiple behavior risk factors also reduced) by three types of interventions: An on-line intervention of three sessions, fully tailored according to the TTM, with a purpose to motivate the behavior of stress management. Full tailoring means that the intervention is adjusted to the appropriate stage of change through all fourteen variables of the TTM given above. A telephone coaching intervention of three sessions, optimally tailored with the purpose to motivate exercise behavior. Optimal tailoring means that the intervention is adjusted to the appropriate stage of change through three to five of the variables of the TTM, which are deemed to be most relevant. The coaching is provided by a professional coach on the phone, who inputs the client’s answers to questions to the computer and receives from the program the most appropriate response to be given for the particular stage of change. A control group with no intervention The trial started out with over 3000 participants recruited through the internet and randomized to the three groups; however quite a few dropped out by the end of the trial. Nevertheless, the large sample allowed for completing the trail and coming to the conclusion, that both interventions, designed according to the principles of the TTM, led to improvement in multiple health risk behaviors and wellbeing. It led to an increase in the percentage of people who were in the Thriving condition, according to the wellbeing measure. While the study was not designed to compare the three interventions, there is some evidence that the magnitude of change was greater in the coaching intervention, which was provided by a health professional, rather than by an internet based agent. Implications for practice The conclusions from the above trail illustrate the potential of coaching based on the TTM to motivate behavior change and increase wellbeing. TTM ideas can inform coaching and have been applied to coaching for health behavior change for exercise, weight management, smoking, immunization and others. Coaching informed by the TTM would take into account that not everyone is ready to change, that change happens at a different pace for different people, and would aim to identify the stage in which the client occupies at that particular time. Further, when identifying the stage of change, the coach could consider which questions and recommendations (eg., “let’s come up with some pros of changing this behavior that you will focus onâ€) could be most effective for the particular person at the particular stage, and what would be necessary to move the client to the next stage.
Book OF THE MONTH
Eat healthy. Exercise. Quit smoking. Cut down on drinking. Reduce stress. Changing unhealthy behaviors is easier said than done. If you're like most of us, you have already made repeated attempts to change your lifestyle and improve your well-being without lasting success. You may attribute those failures to things like lack of motivation or the "wrong genes." But it's more likely that you simply don't know how to change. In this groundbreaking book, James O. Prochaska, PhD, and Janice M. Prochaska, PhD, guide you through a six-stage process designed to help you assess your readiness to change, then tap the inner resources necessary to thrive physically, emotionally, and socially. Backed by countless research studies, the stages of change model, developed by James Prochaska in collaboration with Carlo DiClemente, PhD, has revolutionized the field of behavior change. Through interactive exercises, Changing to Thrive will help you progress through the stages of change and learn that you have the power within to thrive. James O. Prochaska, PhD, leads the Cancer Prevention Research Center and is professor of Clinical Psychology at the University of Rhode Island. As the codeveloper of the transtheoretical model, he is one of the top five most cited authors in psychology. He has received, among others, the Innovators Award from the Robert Wood Johnson Foundation, an award for Outstanding Contributions to Health Psychology from the American Psychological Association, and a Medal of Honor for Clinical Research from the American Cancer Society. Janice M. Prochaska, PhD, co-founded Pro-Change Behavior Systems, Inc., and led the development of its innovative, award-winning well-being and change management programs that address cutting-edge behavioral health issues in children and adults. She is one of the most widely published social workers and, in 2013, was recognized with an achievement award by Providence Business News as one of the Outstanding Leaders in New England.

coachx
Judith Glaser discusses how "Conversational Intelligence" can reveal deeper issues with clients and others. Judith explains that asking beautiful questions and having difficult conversations can allow for deeper connections.
Presenter: Jim Prochaska and Janice Prochaska Host: Margaret Moore
Stages of Change lie at the heart of the TTM. Studies of change have found that people move through a series of stages when modifying behavior. While the time a person can stay in each stage is variable, the tasks required to move to the next stage are not. Certain principles and processes of change work best at each stage to reduce resistance, facilitate progress, and prevent relapse. Those principles include decisional balance, self-efficacy, and processes of change. Only a minority (usually less than 20%) of a population at risk is prepared to take action at any given time. Thus, action-oriented guidance mis-serves individuals in the early stages. Guidance based on the TTM results in increased participation in the change process because it appeals to the whole population rather than the minority ready to take action. Surprisingly, none of the leading theories of therapy contained a core construct representing time. Traditionally, behavior change was often construed as an event, such as quitting smoking, drinking, or overeating. TTM recognizes change as a process that unfolds over time, involving progress through a series of stages.
UPCOMING WEBINARs
MAY Coaching at Every Stage of Change May 9, 2018 12:00 PM-1:15 PM
What makes leaders of high growth companies different? Can you coach your executive clients to be good leaders and equipped to do the hard work of driving growth? Often, our client organizations look to the hard-charging, action-oriented, results-driven manager to lead the way. A rigorous new study has found compelling evidence that these qualities are just “table stakes.†The surprising and encouraging news is that the human side of leadership—character and substance—is the real differentiator! And, every leader can be coached to develop these attributes. Our webinar, hosted by Carol Kauffman, will explore the growth leadership question with Suzanne Bates, CEO, and Walter Jackson, Ph.D., Director of Global Partner Development and Executive Coach at Bates Communications. Their firm developed the first science-based assessment of presence, now used in dozens of global companies and by coaches in 16 countries. Bates mined data from 14,000 assessment surveys, comparing leaders of companies with 5% or above GDP growth, with those of -1% growth. The startling results are a wake-up call to organizations in selecting, promoting and developing leaders who have the ability to lead their companies to thrive. As coaches, we know how important it is to provide relevant guidance that helps our clients deliver results. You’ll discover the rigorous analytics that reveal the vital importance of integrity, authenticity, composure and practical wisdom to leaders of growth companies. You will walk away with practical insights and concrete examples you can share with your clients, including the “super†behaviors that truly distinguish growth leaders.
JUNE Coaching Executives to Lead Their Companies to Growth June 6, 2018 12:00 PM-1:15 PM
Presenter: Suzanne Bates and Walter Jackson Host: Carol Kauffman
Business Transformation: Drive Change and Create a Culture of Innovation June 26, 2018 1:00 PM-2:15 PM REGISTRATION COMING SOON
Mark Thompson is the World's #1 Leadership Coach for Transformational Growth, Team Engagement, and Driving Change. He will be joined by his clients, Amir Faintuch (SVP and GM, Intel Corporation) and Keiko Honda (EVP and CEO of MIGA, World Bank Group). Hear how he has inspired these leaders to manage their teams and drive innovative change. Specific topics include: Engaging leaders and teams not only to embrace change, but lead organizational transformation Reducing the fear of failure for disruptive ideas Creating incentive systems that reward those that challenge “business as usual†Empowering employees at every level in an international organization to increase inclusivity. This webinar is open to the public and will be streamed live from the Harvard Faculty Club. There will be a 45 minute discussion followed by 30 minutes of Q & A.
Presenter: Mark Thompson, Amir Faintuch, and Keiko Honda Host: Carol Kauffman
events
Centered around the investigation/study, which was supported in part by a grant from the IOC, Investigator: V.S. Nanduri PhD, explores the perceptions of participants on the effects of coaching a year after the coaching ended.
A Conversation: The Effects of Coaching with V.S. Nanduri, PhD
IOC Roundtable Learning Event: Los Angeles May 16, 2018 11:00 AM-1:00 PM
You can pre-register for the 2018 Annual Coaching in Leadership and Healthcare Conference on our website. Fill out our simple online form to get early-bird notification of registration details! Videos and highlights from the 2017 Coaching in Leadership and Healthcare Conference are online!
Pre-Registration Now Open: 2018 Annual Coaching in Leadership and Healthcare Conference
This month, we would like to bring attention to an IOC Gold Sponsor: Alexander Partnership. The Alexander Partnership has been coaching and advising senior leaders for 30 years. Chaired by Graham Alexander, the Super-Coach and founder of Alexander, their philosophy and values stem from the Inner Game work of Timothy Gallwey, the ideas of which they were the first to transfer from sport to business. They combine deep commercial understanding with the ability to challenge and partner top leaders across Europe. Alexander is the chosen provider of executive coaching leadership and culture development for many of the world’s leading organizations. Since 1986, they have worked with a number of FTSE 100/200 and Fortune 500 companies and are the leading firm in Europe for top level executive coaching, leadership team development and coaching and broader culture change. Alexander has partnered with more CEOs and Executive leadership teams than any other firm in the UK. Alexander believes it is vital to develop close working relationships to help create the best possible version of you and your business. Their coaches are constantly exploring and developing new skills and techniques to aid senior executives and emerging leaders with their demanding roles. As part of this evolutionary process, Alexander feels it is important to share their ideas and engender debate to regularly publish books, articles and white papers.
sponsor of the month
IOC Gold Sponsor: Alexander Partnership
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