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What are the steps to develop a self-confidence plan during motivational interviewing?

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Motivational interviewing is a skill that can help you guide your clients or patients to make positive changes in their behavior, health, or well-being. One of the key elements of motivational interviewing is to help them develop a self-confidence plan, which is a personalized and realistic set of steps that can boost their confidence and motivation to achieve their goals. In this article, you will learn the steps to develop a self-confidence plan during motivational interviewing, and how to use it effectively with your clients or patients.

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Naga Rani M .

ll INTERNATIONAL STUDENT RECRUITMENT ll OVERSEAS EDUCATION & VISA COUNSELLOR ll CERTIFIED & PROFESSIONAL(DIGITAL…
Vanessa Funmi Ullam

1 Assess their current level of confidence

The first step is to assess their current level of confidence in relation to their desired goal or behavior change. You can use a simple scale from 0 to 10, where 0 means no confidence at all, and 10 means complete confidence. Ask them to rate their confidence on this scale, and then explore the reasons behind their rating. For example, you can ask them what makes them feel confident or not confident, what are the barriers or facilitators to their confidence, and what are the benefits or costs of having more or less confidence.

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Naga Rani M .

ll INTERNATIONAL STUDENT RECRUITMENT ll OVERSEAS EDUCATION & VISA COUNSELLOR ll CERTIFIED & PROFESSIONAL(DIGITAL MARKETER, RESUME & SOP WRITER) ll CERTIFIED(CAREER & USA COUNSELOR) ll AUTHOR OF ?? US IT RECRUITMENT II
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Self confidence is the main skill compared to many other soft skills. In the interview process, confidence is measured well using the traditional interview methodologies. If the Individual is with a lack of confidence, then they appear in confusion mode during the interview, which leads to a nervous state. Whatever may be the situation of a candidate, for the interviewer measuring the confidence level of an individual is a bit tough. But by following behavioural assessments one can measure all types of behavioural aspects, including confidence. The interviewer has to maintain the quality in giving the rating for confidence level to an individual. By practicing such quality assessment, one can easily access the current level of confidence.

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Vanessa Funmi Ullam
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Begin by exploring the individual's current level of self-confidence in relation to the specific goals or challenges they're facing. Use open-ended questions and reflective listening to encourage them to articulate their thoughts and feelings.

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2 Identify their strengths and resources

The second step is to identify their strengths and resources that can support their confidence and motivation. You can use open-ended questions, affirmations, and reflections to elicit their positive attributes, skills, experiences, values, and supports that can help them achieve their goal or behavior change. For example, you can ask them what they are good at, what they have done successfully in the past, what they care about, and who they can count on. You can also highlight their strengths and resources by giving them genuine and specific praise, and by summarizing their positive statements.

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3 Set realistic and achievable goals

The third step is to set realistic and achievable goals that can enhance their confidence and motivation. You can use the SMART framework to help them define their goals, which means that their goals should be Specific, Measurable, Achievable, Relevant, and Time-bound. For example, you can ask them to specify what they want to do, how they will measure their progress, how they will overcome the challenges, why they want to do it, and when they will do it. You can also help them break down their goals into smaller and easier steps, and to celebrate their achievements along the way.

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Vanessa Funmi Ullam
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Collaboratively establish clear, specific, and achievable goals that align with the individual's values and aspirations. Break down larger goals into smaller, manageable steps to enhance motivation and facilitate progress.

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4 Develop coping strategies

The fourth step is to develop coping strategies that can prevent or reduce their loss of confidence and motivation. You can use problem-solving techniques, cognitive restructuring, and behavioral experiments to help them cope with potential obstacles, setbacks, or negative thoughts that can undermine their confidence and motivation. For example, you can ask them to anticipate what might go wrong, how they would deal with it, what they would tell themselves, and what they would learn from it. You can also help them test their assumptions, challenge their beliefs, and find evidence to support their confidence and motivation.

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5 Review and revise their plan

The fifth step is to review and revise their plan regularly to ensure that it is working for them and that they are making progress. You can use feedback, evaluation, and reinforcement to help them monitor their confidence and motivation, and to make adjustments if needed. For example, you can ask them to rate their confidence and motivation again, to compare it with their previous rating, to identify what has changed, and to acknowledge their efforts and achievements. You can also help them modify their goals, strategies, or expectations if they are too easy or too hard, or if they are no longer relevant or meaningful.

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6 Support their autonomy and choice

The sixth and final step is to support their autonomy and choice, which means that you respect their decisions and preferences, and that you encourage them to take responsibility and ownership of their confidence and motivation. You can use empathy, collaboration, and evocation to help them feel understood, supported, and empowered. For example, you can ask them what they want to do, how they want to do it, and why they want to do it. You can also help them explore their ambivalence, resolve their resistance, and express their readiness and commitment to their confidence and motivation.

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Heather Donahue, NBC-HWC

Helping busy professionals cultivate balance and vitality in every area of their lives.
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The only way change occurs is when the client selects exactly how they want to proceed. The coaches job is to make sure their choice is challenging enough and not too easy. Ask the client to rank their confidence of achieving the path they have chosen gives the coach insight into how easy or hard the client views their choice. A great follow-up question is: What can get in the way of your chosen path? Clients may not realize that life's daily challenges can derail the choice they have made.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the steps to develop a self-confidence plan during motivational interviewing?

1

2

3

4

5

6

7

1 Assess their current level of confidence

2 Identify their strengths and resources

3 Set realistic and achievable goals

4 Develop coping strategies

5 Review and revise their plan

6 Support their autonomy and choice

7 Here’s what else to consider

Motivational Interviewing

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What are the steps to develop a self-confidence plan during motivational interviewing?

1

2

3

4

5

6

7

1 Assess their current level of confidence

2 Identify their strengths and resources

3 Set realistic and achievable goals

4 Develop coping strategies

5 Review and revise their plan

6 Support their autonomy and choice

7 Here’s what else to consider

Motivational Interviewing

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