Stages of Change Handout

Adaptation of the Stages of Change Model

By David Cory
Understanding  the  Stages  of  Change  (Prochaska  et  al,  1997)  will  help  you:  
• Be  patient  with  your  client  –  facilitates  understanding  and  acceptance  
• Avoid  getting  too  far  ahead  of  the  client  
• Reduce  resistance  or  non-­‐compliance  
• Apply  appropriate  coaching  strategy  
• Offer  change  options  that  match  the  client’s  readiness  for  change  
• To  be  realistic:  recommend  the  ideal  change,  but  accept  less  as  the  change  is  ‘client  dependent’  
Stage  of  Change   Example   What  the  Client  May  Be  Experiencing   Goal  of  the   Strategies  for  Working  with  the  Client  
Stage  
Precontemplation   A  manager  who  makes  his/her   Unaware  or  denies  there  is  a  problem  with   AWARENESS   Establish  rapport,  ask  permission,  and  build  trust.  
  numbers,  but  is  increasingly   their  behaviour.   needs  to  be   Offer  compassion,  empathy,  and  hope.  
Client  is  not   alienating  everyone  in  the     raised.   Raise  doubts  or  concerns  in  the  client  about  their    
considering   office  with  a  growing   May  be  feeling  angry,  anxious  or     behaviour.  
change,  is  unwilling   retention  issue.   embarrassed  that  their  behaviour  may  be   Provide   Elicit  the  client’s  perceptions  of  the  problem.  
or  unable  to   ‘the’  problem.   information   Offer  factual  information  about  the  risks  of  
change.     that  can  lead  to  
continuing  in  same  manner.  
May  want  to  change,  but  does  not  feel  they   personal   Provide  personalized  feedback  about  assessment  
could  be  successful.   awareness.   findings.  
  Explore  pros  and  cons  of  continuing  behaviour.  
“Ignorance  is  bliss.”   Examine  discrepancies  between  the  client’s  and  
others’  perception  of  the  problem  behaviour  (360).  
Express  concern  and  keep  the  door  open.  
Reassure  the  individual  about  choices  and  next  
steps.  
Contemplation   A  manager  who  has  been   Aware  of  the  problem  and  seriously  thinking   GET   Provide  support.  
  given  a  verbal  or  written   about  overcoming  the  problem.   COMMITMENT   Share  examples  of  people  who  have  successfully  
The  client  is  unsure   warning  about  negative   Not  yet  made  any  commitment  to  take     overcome  a  similar  problem.  
about  what  to  do.   behaviour  in  the  workplace   action  to  overcome  the  problem.   Weigh  costs  and   Normalize  ambivalence.  
Acknowledges   and  says  it  will  not  happen   May  be  feeling  ambivalent,  uneasy  or   benefits,   Help  to  ‘tip  the  balance  toward  the  benefits’  
concerns  and  is   again.  Knows  they  need  to   relieved  at  discussing  the  problem.   demonstrating   Elicit  and  weigh  pros  and  cons  of  change.  
considering  the   change,  would  like  to  change,   There  are  both  good  and  not-­‐so-­‐good  things   the  Return  On   Examine  the  client’s  personal  values  toward  the  
possibility  of   doesn’t  know  how  they  will   about  their  present  situation.  Client  in  this   Investment   change.  
change,  but  is   change.   stage  also  struggle  with  the  good  and  not-­‐ (ROI)  of  making     Emphasize  the  client’s  free  choice,  responsibility,  
ambivalent  and   so-­‐good  things  that  might  come  with   the  change.   and  self-­‐efficacy  for  change.  
uncertain.   change.     Elicit  self-­‐motivational  statements  of  intent  and  
Both  want  to  change  and  yet  want  to  stay   Show  the   commitment  from  the  client.  
the  same  at  the  same  time.  This  can  be   movement  from   Elicit  ideas  regarding  perceived  self-­‐efficacy  and  
confusing  as  they  feel  torn  between  these   Pain  to   expectations.  
options.  “Fence  sitting.”   Pleasure.   Summarize  self-­‐motivational  statements.  
Offer  information  about  options  and  success.    
The  Emotional  Intelligence  Training  Company  Inc.  2010  www.eitrainingcompany.com  

 
 Stage  of  Change   Example   What  the  Client  May  Be  Experiencing   Goal  of  the  Stage   Strategies  for  Working  with  the  Client  
Preparation   A  manager  who  is  actively   Has  come  to  realize  that  the  reasons  for   MAKE  A  PLAN   Clarify  the  client’s  goals  and  strategies  for  
  considering  available  options   change  outweigh  the  reasons  not  to  change.     change.  
Client  is  committed   to  assist  in  making  necessary   Sees  that  the  pain  of  staying  the  same   Create  a   Make  goals  S.M.A.R.T.  goals.  
to  and  planning  to   changes  in  behaviour.   outweighs  the  pain  of  change.  As  this   developmental   Offer  a  menu  of  options  for  change.  
make  a  change  in   weight  increases  on  the  side  of  change,  the   action  plan  with   With  permission,  offer  expertise  and  advice.  
the  near  future   client’s  determination  builds.   realistic  ‘doable’   Negotiate  a  developmental  action  plan.  
although  is  still   Client  begins  thinking  about  how  they  can   steps  that  the   Identify  barriers  to  change  and  plan  to  overcome  
considering  what   go  about  making  the  change  they  desire,   client  can  actually   barriers.  
actions  to  take.   making  plans,  and  then  taking  action   take.  Ensure  the   Identify  resources  to  support  change  efforts.  
toward  stopping  old  behaviours  and  starting   client  sees  a  clear   Enlist  support  of  others  and  share  developmental  
new  behaviours.  With  plans  falling  into   path  toward  their   action  plan  with  others.  
place,  clients  often  become  more  ready,   ultimate  goal.    
determined,  committed  and  excited  about      
making  the  change.  
Action   A  manager  who  has  identified   Client  begins  to  implement  change  plan  and   ACTION  BASED   Engage  the  client  in  their  action  plan  and  
  and  selected  a  suitable  coach   trying  out  new  behaviours.   ON  THE  PLAN   reinforce  the  importance  of  sticking  to  the  plan.  
The  client  is   and  is  attending  coaching   Is  actively  engaged  in  working  on  the     Affirm  positive  changes  and  provide  support  for  
actively  taking  the   appointments.   problem.   Others  can   difficult  changes  to  behaviour.  
steps  outlined  in   Making  significant  efforts  to  succeed.   actually  see   Support  a  realistic  view  of  change  through  small  
the  development   May  be  on  a  bit  of  an  emotional   action,  effort,   steps.  
action  plan  for   rollercoaster  with  the  difficulty  of  change.   interest,   Acknowledge  difficulties  for  the  client  in  the  early  
change,  but  has   Actively  eliciting  the  support  of  others  and   enthusiasm,  pride   stages  of  change.  
not  yet  reached   realizing  that  people  care.   in  achievement  in   Assist  the  client  in  finding  new  reinforcers  of  
their  goal.   the  client.   positive  change.  
  Help  the  client  assess  social  support  for  plan  
implementation.  
Refer  to  outside  sources  of  support  in  the  
community  and  family.  
Maintenance   Client  is  attending  regular   Client  is  working  the  plan  and  expecting   RELAPSE   Discuss  and  normalize  the  cycle  of  
coaching  sessions  and  has   that  he/she  may  revert  to  old  behaviours,   PREVENTION   success/relapse.  
  made  some  visible  changes  in   but  is  trying  not  to  let  that  happen.     Acknowledge  our  humanity  and  that  perfection  is  
behaviour,  as  noticed  by   May  be  feeling  greater  comfort  with  each   Create  a  plan  for   never  a  realistic  goal  for  human  change.  
Client  has   several  staff  members,  but   success,  but  has  concerns  about  continued   dealing  with   “Welcome  to  the  human  race!”  
slipped  up  on  one  interaction   success.   relapses  when   Reinforce  self-­‐efficacy  and  self-­‐management  
achieved  initial  
with  a  colleague.  Called  coach   Has  the  expectation  that  they  will  return  to   they  occur  and   efforts.  “Progress  not  perfection”  
goals  and  is  now   in-­‐between  coaching  sessions   earlier  stage.   acknowledging   Help  the  client  to  identify  a  number  of  strategies  
working  to   to  debrief  the  slip-­‐up.   Expectation  that  there  will  be  some   that  they  will   and  tactics  to  analyze  and  learn  from  relapses.  
maintain  gains.   ‘recycling’  through  the  stages  and  it’s  okay,   occur.   Explore  triggers  for  relapse,  revise  relapse  
it’s  normal.   prevention  plans  and  review  goals  with  client.  
The  Emotional  Intelligence  Training  Company  Inc.  2008  www.eitrainingcompany.com