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Coaching Exam Flashcards

(51 cards)

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1
Q

What are the 6 stages of Gibbs reflective cycle

A

Decryption
Feelings
Evaluation
Analysis
Conclusion
Action plan

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2
Q

Describe Kolbs Four Stage Learning Cycle

A

Concrete experience
Reflective observation
Abstract Conceptualisation (make sense)
Active Experimentation (planning)

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3
Q

Describe 3 step Schön’s model of reflection

A

Knowledge in action
Reflection IN action
Reflection ON action

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4
Q

What is Gestalt Psychology?

A

The whole is different from the sum of parts - humans experience and perceive things as whole patterns or collections

uncovering, understanding what’s really going on

Gestalt coaching uncovers and understands what’s really going on for the coachee from the inside out and helping them direct their energy into fully experiencing and accepting what’s going on in the present.

EMPTY CHAIR EXERCISE

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5
Q

Define Behaviourism.

A

Understanding how people learn and behave based on their interactions with the environment.

“We behave the way we do because of how we’ve been taught or conditioned to respond to our environment.”

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6
Q

What is classical conditioning (Behavioural learning)

A

Pavlov’s dogs - something that when simulated creates a response

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7
Q

What is operant conditioning? (Behavioural learning)

A

A response due to reinforcement of punishment (compliance to avoid consequence)

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8
Q

What is observational learning?

A

Learning through watching others

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9
Q

What is Humanism learning theory?

A

Humanistic learning theory is a whole-person approach that centers on the individual and their needs.

The theory believes that a learner is free-willed, fundamentally good, and capable of achieving their best when the ideal learning environment is produced.

A humanist coaching approach seeks to unleash potential, enabling people to become what they are capable of becoming

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10
Q

Name two theories that underpin Humanism

A

Maslow’s Hierarchy of Needs
Unconditional Positive Regard (Carl Rogers)

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11
Q

What is Unconditional Positive Regard?

A

Total acceptance toward another person no matter what that person says or does

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12
Q

What are the benefits of unconditional positive regard?

A

Helps align their ideal selves with how they actually experience themselves in their lives, Helps recognize their good qualities and not judge themselves for mistakes or failings.

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13
Q

What does Cognitivism focus on?

A

Studies and focuses on mental processes such as perception, thinking, memory, learning, problem-solving, and attention.

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14
Q

Describe Cognitivism

A

Focuses on the mental process of the brain - like data processing

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15
Q

What is Neuroscience?

A

The study of the nervous system, including the brain, spinal cord, and nerves.

Concerned with understanding behavior and the causes and treatment of nervous system disorders.

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16
Q

List the four branches of Salovey & Mayer’s Emotional Intelligence Theory.

CLUE PUUM

A

PERCIEVING
USING
UNDERSTANDING
MANAGING

(PUUM)

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17
Q

Difference between Goleman and Salovey and Mayer

A

S&M demonstrates that EI is a true sense of intelligence

Goleman -EI as a mix of traits, skills, and behaviours - more practically applied

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18
Q

What does Salovey & Mayer’s Emotional Intelligence Theory mean

A

PERCIEVING (foundation) - spot and interpret emotions
UNDERSTANDING - what do emotions mean? Recognise subtle and can shift
USE - Harnessing your mood and emotional state
MANAGING - regulation yours and others (harness)

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19
Q

What are the four components of Goleman’s Emotional Intelligence Framework?

A

*Self Awareness
*Self Management
*Social Awareness
*Relationship Management

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20
Q

Describe Jung’s concept of introversion vs extroversion.

A

Introverts focus energy inward, while extraverts direct energy outward towards social interactions.

Extroverts show a preference for seeking, engaging in, and enjoying social interactions,

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21
Q

What is Ontology in coaching?

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A

An approach to coaching that focuses on the study of being and how individuals perceive and interact with the world understanding of language and emotions, leading to transformation.
i.e. your ‘way of being’

22
Q

Define Integrity in the context of coaching.

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A

The foundation of meaningful relationships built on authenticity, ethical excellence, and trustworthiness.

23
Q

List the five stages of Maslow’s Hierarchy of Needs.

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A
  • Physiological Needs
  • Safety Needs
  • Social Needs
  • Esteem Needs
  • Self-actualization Needs.
24
Q

What is a criticism of Maslow’s Hierarchy of Needs?

Study These Flashcards
A

It is culturally biased, reflecting Western values that prioritize individualism over collectivist values.

In collectivist cultures, social needs may take precedence over personal growth.

25
What are motivators in Herzberg's Two-Factor Theory?
Hygiene Factors - Hygiene factors are those which decrease job dissatisfaction Motivation Factors - intrinsic to the job and lead to job satisfaction because they satisfy the needs for growth and self-actualization
26
Examples of Hygiene factors
Interpersonal relations: Salary Company policy Working conditions
27
Examples of motivating factors
Advancement The work itself Possibility for growth Responsibility Recognition Achievement
28
Identify the three levels of Schein’s theory of organizational culture.
* Artifacts * Espoused values * Basic underlying assumptions.
29
Explain Artefacts - ref Culture model
Artefacts are the visible signs of an organizational culture. They are the shallowest indicator of what an organization’s culture is actually like. Artefacts can include things like posters, dress-codes, job-titles used and the style and design of workspaces.
30
Explain Espoused values values - ref Culture model
Espoused values are the things that an organization says about its culture and ways of working. They show organisational values and behaviours, employee charters, team contracts, and mission statements
31
Explain Underlying beliefs - ref Culture model
Significantly deeper indicators of an organization’s culture. They reflect the way that the organisational really works on the inside. Underlying beliefs are the strongest levers of organizational change. and the hardest levers to influence.
32
What are the four stages of the Hersey Blanchard situational Leadership model
*Telling (directing) *Selling (coaching) *Participating (supporting) *Delegating
33
Example of Telling - Hersey Blanchard situational Leadership model
A manager tells a new employee exactly how to complete a task, providing clear instructions and monitoring progress closely. High Direction – Low Support
34
Example of Selling - Hersey Blanchard situational Leadership model
This style involves more back-and-forth between leaders and followers. Leaders "sell" their ideas and message to get group members to buy into the process. High directive, high support
35
Example of Participating - Hersey Blanchard situational Leadership model
Participating - In this approach, the leader offers less direction and allows members of the group to take a more active role in coming up with ideas and making decisions. High support, low directive
36
Example of Delegating - Hersey Blanchard situational Leadership model
A leader delegates an important project to a highly skilled team member, allowing them to manage the work with minimal supervision or guidance. Low directive – low support
37
What does the Situational Leadership Model suggest? (Hersey Blanchard)
No single leadership style is better than another ## Footnote It includes four basic behaviors: S-1 Telling, S-2 Selling, S-3 Participating, S-4 Delegating.
38
Describe and name Nancy Kline's coaching model
Nancy Kline's Thinking Environment Whole point of coaching is to generate the client’s best thinking and this requires the building a ‘Thinking Environment’.
39
What are Kline’s Ten Components of a Thinking Environment?
* Attention * Equality * Ease * Appreciation * Encouragement * Feelings * Information * Diversity * Incisive Questions * Place.
40
Define Transactional Analysis.
Theory and method of therapy that analyses social interactions to determine the ego states (whether parent-like, childlike, or adult-like) as a basis for understanding behaviour. ## Footnote Developed by Eric Berne in the 1950s.
41
examples of incisive questions
What might you be assuming that is stopping you from achieving your goal? Of these assumptions, which do you think is limiting you the most? If you knew you were infinitely resourceful what would you do now? If you knew you were trusted how would you proceed? If you knew you were loved what would you do next? If you knew you were valued how would you take this forward?
42
What is a Mendelow's Stakeholder Matrix Model power interest grid?
A strategic tool for stakeholder management used to identify, categorise, and manage stakeholders. Level of interst Level of power/influence Plot stakedolders accordingly
43
Explain power index grid
High Power, High Interest (Manage Closely): Key decision makers - Actively involve them High Power, Low Interest (Keep Satisfied): Senior execs - keep them updated occasionally Low Power, High Interest (Keep Informed): Team members - share regular updates and make them feel valued Low Power, Low Interest (Monitor): Distant stakeholders - monitor their involvement lightly
44
Describe the four stages of competence.
* Unconscious incompetence * Conscious incompetence * Conscious competence * Unconscious competence.
45
List the types of feedback in coaching.
* Positive feedback * Constructive feedback
46
What are the four domains of the ICF Core Competencies?
* Foundation * Co-Creating the Relationship * Communicating Effectively * Cultivating Learning and Growth.
47
What is the importance of building rapport in coaching?
Understanding needs and motivations enhances trust, respect, and communication.
48
What do matching and mirroring techniques involve?
Subtly replicating another person’s body language, tone, gestures, or speech patterns to create rapport. ## Footnote Focuses on being in tune with the other person rather than mimicry.
49
What is Cross over mirroring?
Cross Over Mirroring is a technique where you match a person’s body language with a different type of movement. For example, if someone is speaking, you can tap your foot in time to their speech rhythm. Another example is when you take one aspect of their body language and match it with another of yours, such as crossing your arms when they cross their legs.
50
What are coaching protocols?
Organisational strategies that include planning, reflection, understanding coaching models, and applying evidence-based insights.
51
Examples of energy shifts in coaching
inflections (change in pitch,volume etc) body language tone pace emotional change

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