Self efficacy & coaching (part 2)

If self efficacy is accepted as a valid concept, here are some ideas & considerations of how it could influence our coaching practice;  

• Focus on building specific self efficacy perceptions rather than outcome expectations
• Influence the building of high self-efficacy by   providing feedback on coachees capabilities and performance (including challenge),
• Give and encourage the coachee to consider positive vicarious experiences,
• Give coachees feedback and encourage them to value others feedback regarding their capabilities
• Encourage learners to reflect & judge their own ability in the task at hand (including physiological factors)
• Encourage self-observation of specific behaviour, self-judgement of progress towards a specific goal and self-reaction of evaluative judgements of performance
• Discuss self-efficacy with the coachee
• Consider how coachees self efficacy beliefs may affect the goals that they set for themselves
• Consider using anchoring as a technique to increase expectancy of specific task performance
• Encourage the coachee to set themselves (culturally appropriate) challenging goals
• Combine goals & feedback for optimal performance
• Help coachees identify areas in which they are dissatisfied with their performance and also have a high self efficacy for optimal effort towards chosen goals
• Support coachees in breaking down tasks into sub-goals, encourage them to monitor their own performance and give feedback to enhance performance
• Consider how personal evaluative standards and self efficacy can synthesize in order to increase intrinsic interest in meeting goals
• During assessment with a coachee use specific measures to determine benchmarks
• When agreeing goals or discussing change or performance use specific & detail focussed questions
• Listen for statements made by the coachee that would indicate high or low self-efficacy perceptions and construct questions designed to increase self-efficacy.   
• Encourage coachees to understand how failure can affect perceived self efficacy in order that future negative repercussions on performance can be combated
• Ensure the coachee has a specific understanding of the task/goal
• Suggest exploring additional development options in areas that may increase self efficacy (e.g. technology, complexity)
• Consider levels of optimal perceived self efficacy differences that may exist in an individualist or collective culture.
• Consider the influences of collective self efficacy in collective cultures

Advertisements