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by Bevis Moynan, James Sale
Mapping Motivation for Coaching
Cover
Title
Copyright
Dedication
Contents
List of Figures
Preface
Acknowledgements
Introduction
Summary of Motivational Maps: What you need to know in a nutshell!
1 Coaching questions
2 Coaching for higher performance
3 Pareto, performance, and Motivational Maps
4 Coaching, NLP, and Motivational Maps
5 Unblocking two barriers to success: Time and Money
6 Unblocking one more barrier to success: People
7 Coaching, mapping motivation, and changing values
8 Career coaching
Conclusion
Resources
Index
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Contents
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Preface
Figures
S.1
The nine motivators
1.1
Support versus challenge
1.2
Empathy versus objectivity
1.3
Four dimensions of coaching
1.4
Scoring your four dimensions
1.5
Maps and the four dimensions
1.6
Map factors in building rapport
1.7
Map questions for starters
1.8
Nine questions and nine response-solutions
1.9
Nine subconscious questions about the coach
1.10
The three subconscious questions we are asking based on our Map
1.11
An example set of PMA scores for top three motivators – as per page 13 of your Motivational Map
2.1
The four rope strands of the Self's body, mind, emotion, and spirit
2.2
Physical, mental, emotional, and spiritual strands of our being
2.3
Seven success elements
2.4
The performance triangle
2.5
Desirable central features of motivational vision
2.6
From vision to goals to action steps
2.7
Goals, motivators, and congruency
2.8
Bevis Moynan thinking of his vision
3.1
Pareto 80/20 effort v. outcomes
3.2
Performance is: Skills
times
Motivation
3.3
Performance assessment table
3.4
Coaching skills table
3.5
Skills and Motivation four-point scale – generic language
3.6
Skills and Motivation four-point scale – specific language
3.7
Performance Rating (PR) Index
3.8
Positioning clients on the Motivation–Skills grid
3.9
Converting Motivational Map scores to Pareto rating scores
3.10
Map client Resource Valuation
3.11
Map client Resource Valuation (RV) increase
3.12
Performance Action Plan
4.1
Top three coaching skills
4.2
Five-step NLP intervention programme
4.3
55–38–7 formula
4.4
Aristotle's three means of persuasion
4.5
Big picture to detail orientation
4.6
Feel–Think–Know learning styles
4.7
Feeling from the Heart (R)
4.8
Thinking from the Head (A)
4.9
Knowing from the Gut (G)
4.10i–vii
Empowering and limiting beliefs for the Seven Success Elements
5.1
Three performance barriers
5.2
Possible alignment of Time, Money, and People with RAG
5.3
Stop–Start review
5.4
Top three goals and top three beliefs
5.5
Daniel's Map numbers
5.6
Daniel motivationally divided
5.7
Highlighted PMA numbers for Daniel
5.8
Significant emotional events
6.1
Reasons for conflict
6.2
Two faces or one candlestick?
6.3
Model of the nine motivators
6.4
Internal individual motivational compatibility chart
6.5
The most common potential Motivational Map conflicts
6.6
Polarity reinforcements
6.7
Polarity reinforcement contrasts
6.8a, b, c
Three micro-reward strategies for the coach + one big reward
6.9
Big opportunities for clients
6.10
Three micro-reward strategies for the client
6.11
Have, Do, Be and the RAG triangle
7.1
Beliefs to choices
7.2
Examples of beliefs to choices
7.3a, b, c
Values and motivators
7.4
Aligning motivators and potential values
7.5a, b, c
Positive and negative values and questions
7.6
Motivators and their possible and wider values
7.7
What is important to you about ...?
7.8
Towards and away from values
7.9
Client Joan: Away/Towards scoring for motivator Expert
7.10
VAK sub-modalities
7.11
The mind's eye and near and far images
8.1
Map data for a cross-section of employment sectors
8.2
Employment factors
8.3
Jake's 22 numbers
8.4
Improving personal motivation
8.5
Leon's 22 numbers
8.6
Motivators and three qualities of work
8.7
Motivators, qualities, and suitable situations
8.8
Motivators, qualities, and suitable situations: an example
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