FAQs

What happens if someone keeps going outside of the work domain or your core competence?

• Call it out and then show how the switched focus could then be applied.

• eg: "Hey look, you keep talking about [your personal relationship]. I understand that's really important to you but our time together really needs to be about your [work] context. What I want to go through with you though, is a tool that you could then take home and use to reflect upon [your personal relationship]. So let's stay focussed on [work] today. Sound good?"

What's the easiest way to start the conversation?

• "It sounds like you're looking for a bit of clarity with XYZ. I have a process that I use that might be useful to you particularly around defining your vision, values and performance behaviours. Would you be interested in having more of a conversation about it?

• [Particularly for the first few guinea pigs :-) ]
  "I've just completed a training program and now I need to do some practice on real clients to get certified. Would you be willing to be a client for me to practice on? I also think you're the kind of person that might be interested in the content too!"

• "This is process helps explore a bit about yourself. Would you be willing to dive in and see what shows up?"

• Send the links to the digital tools to the person.

• Discuss the High Performance model as an introduction.

How can I run this process remotely? (Particularly the matrix)

• Many coaches run this remotely:

  • share your screen on a Skype call with the relevant information on it;

  • use a whiteboard and point a laptop camera at it or take photos of various sections and the whole;

  • have the client draw out the matrix for themselves and then hold it up to the screen;

  • use a collaborative google or microsoft doc.

What happens if a client has too many values?

• This is usually a sign that they don't understand what a value is. It is not all of the aspirations in the world, it's who they are at their very core. Use the questions in the Values Finder tool to really help them focus in on the key ones. Sometimes it's worth explaining the concept of values again.

How does goal setting work with values?

• The usual parameters of goal setting are still useful. (Specific, Measurable, Time based etc.)

• What is critical is how those goals are IN SERVICE OF VALUES. The questions below can help you connect a client's goals to their values and sense of meaning:

  • How does that goal or behaviours connect to your values?

  • How will that behaviour help you bring your values to life?

• As coaches, we MUST link behaviours back to values.

What should I say if someone asks me where the content comes from ( eg they might question the validity of the program)?

• Feel free to use Jonah and Toby's bios to provide credibility if needed.

• In most cases people really want to understand your personal story so they can understand why you feel this is important for them. Once they can see that it's coming from the right place, they'll be far more likely to buy into the process.

What is the rationale/theory/research to support the identified domains?

The identified domains are based on the research behind The Lancashire Quality of Life Profile as a psychometric and have been adapted to be more relevant and useful to our audience.

What research or evidence supports the discussion of domains that have a 3 point difference between importance and satisfaction?

The 3 point difference is merely provided as a heuristic or rule of thumb for quickly targeting domains that may need further discussion. The gaps scores also vary in importance depending on the importance of the domain so there is no hard and fast rule/research around this. Ultimately it is the choice of the client as to which domain they would like to discuss. The gap is also a chance to quickly identify interdisciplinary referral opportunities.

What is the rationale for having a 10-point rating scale?

This is known as a Likert Scale which is a psychometric scale commonly involved in research that employs questionnaires. They enable a respondent to capture the intensity of their feelings for a given item - ie provide nuanced responses. There is additional detail/rationale in the wikipedia article here in explaining the validity of Likert scales and how they are used.