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
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Lynn,
You might find Carol Dweck’s concept of mindset aligning with self-efficacy. She conducted studies with schoolchildren to examine the differences between a fixed mindset (e.g., each person has a set amount of intelligence) and an open one (okay, I didn’t do well on that test, but I know if I work at it, I can learn this stuff).
She uses John McEnroe as one example of fixed mindset. “Some people don’t want to rehearse; they just want to perform….I’m in the former group.” (The idea is that a fixed mindset tends to have you thinking you OUGHT to be able to do [whatever], and if you can’t, that’s a defect in you rather than a situation that can be changed.
Easiest way to find those is go to my blog (daveswhiteboard.com and search for “Dweck.”
Thanks Dave, found the post.