Stage 1 coaching actions include which of the following?

Stage 1 coaching actions include which of the following?

• A. What benefits are there to making the change?
• B. Internal motivation: are they mentally, emotionally, spiritually ready to change?
• C. How much longer are you willing to put up with this situation as it is now?
• D. What resources are available to you to support you?

Answer: (B)

Focusing on readiness and internal motivation to change is what Stage 1 coaching emphasizes. At this stage, the goal is to assess whether the client is mentally, emotionally, and, if relevant, spiritually prepared to consider making a change. This helps you tailor the conversation, build rapport, and respect where they are in the process before moving into deeper exploration or planning. Why this fits best: understanding their internal motivation signals genuine readiness to engage in change, which reduces resistance and guides whether you should proceed with more exploratory questions or shift to building motivation. If someone isn’t ready, pushing for benefits, resources, or concrete plans can backfire; identifying readiness first sets a solid foundation. The other ideas focus more on later steps. Discussing benefits or evoking change talk tends to come after establishing readiness, and asking about how much longer they’ll tolerate the current situation or listing resources are moves toward planning and preparing for change rather than initial assessment of readiness.

Focusing on readiness and internal motivation to change is what Stage 1 coaching emphasizes. At this stage, the goal is to assess whether the client is mentally, emotionally, and, if relevant, spiritually prepared to consider making a change. This helps you tailor the conversation, build rapport, and respect where they are in the process before moving into deeper exploration or planning.

Why this fits best: understanding their internal motivation signals genuine readiness to engage in change, which reduces resistance and guides whether you should proceed with more exploratory questions or shift to building motivation. If someone isn’t ready, pushing for benefits, resources, or concrete plans can backfire; identifying readiness first sets a solid foundation.

The other ideas focus more on later steps. Discussing benefits or evoking change talk tends to come after establishing readiness, and asking about how much longer they’ll tolerate the current situation or listing resources are moves toward planning and preparing for change rather than initial assessment of readiness.