How to Coach Yourself and Others Essential Knowledge For Coaching | Page 263

Stages of Change model very sensibly breaks down the dynamics
and process of personal change into several steps that we can
see as conditional and inter-dependent. Thus we are reminded
that meaningful and sustainable personal change cannot be
imposed or forced arbitrarily. Successful personal change
depends on a careful response to individual situations and
perceptions - in which the role of the helper or coach (or
supervisor or manager or boss, whatever) is to assess,
illuminate, inform, encourage and enable. There are actually
some interesting overlaps with aspects of the conscious
competence model.
The Prochaska and DiClemente stages of change are typically
defined as:
1. Pre-contemplation
2. Contemplation
3. Preparation
4. Action
5. Maintenance/Relapse
This is a beautifully elegant model, in which the steps make
complete sense, and as importantly, the responses and initiatives
of the helper/coach are appropriate and pragmatic according to
the stage and the individual. One might argue that this states the
obvious for any coaching or change-enabling methodology, but
sometimes the simplest things are not actually so simple to do
without a reference of some sort.
Prochaska and DiClemente's stages of change theory forms the
basis of the Transtheoretical Model - a more complex theory to
be covered here separately in due course.
Solution-focused brief therapy (SFT, or brief therapy, or solution
focused coaching)
A relatively modern methodology, growing in popularity. The
concept and therapy can be practised one-to-one, or self-taught

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