Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Client Health & Wellness Coaching 4

871 views

Published on

Open & Closed question techniques. A simple case study is presented using open & closed questions.

Published in: Health & Medicine
  • FREE TRAINING: "How to Earn a 6-Figure Side-Income Online" ...  https://tinyurl.com/y3ylrovq
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • Secrets To Working Online, Hundreds of online opportunites you can profit with today! ●●● http://scamcb.com/ezpayjobs/pdf
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • Be the first to like this

Client Health & Wellness Coaching 4

  1. 1. Nat 515: Mod 4 Writing closed & open questions By Kimmer Collison-Ris MSN, FNP-BC, WOCN, MS CAM
  2. 2. Option 1: Instructions Writing Closed and Open Questions • Review Exercise 1: Writing Closed and Open Questions in Ivey (Chapter 5, p. 133) – Select one or more of the client stories provided and then write open and closed questions to elicit further information. – Can you ask closed questions designed to bring out specifics of the situation? – Can you use open questions to facilitate further elaboration of the topic, including the facts, feelings, and possible reasons? – What special considerations might be beneficial with each person as you consider age-related multicultural issues?
  3. 3. “The purpose of asking questions is to help a session to develop and draw out a client’s story”
  4. 4. Open & Closed Questions Types of Questions • Both styles are part of information gathering • Both also part of the basic listening sequence • Closed – designed to be answered in a few words – used to refocus the topic, change topics, or lead a conversation – offer little relationship development – Can provide specific responses – often produce these answers: • “No”, “Yes”, or “I don’t know.” • Open – broad and often require many words to be answered – generally prefaced with who, what, where, when, why, or could – used to develop more information – Used to gain valuable knowledge about the client ‘s story
  5. 5. Difficulties in Questioning • Certain age groups can perceive questions as intrusive if trust is not established • Younger age groups may not understand the questions or be in touch with their feelings/thoughts • Some cultures view North American rapid fire questions rude & intrusive (especially if asked before trust is developed) • Too many questions can cause client defensiveness as they may feel – Overwhelmed – Distrustful – Bombarded – judged
  6. 6. Case #1 Alicija (35 yo F, Polish American) “I’ve been passed over for a promotion three times now. Each time, it’s been a man who has been picked for the next level. I’m getting very angry and suspicious”
  7. 7. Open Questions Designed to bring out broad information, facts, feelings and emotions, and reasons. • Can you tell me about your current job? • What kinds of opportunities are available in your current job setting? • What do you believe might do to be more visable and valuable in your current job? • What would you want to do if you didn’t work at this current job? • How long have you been working at your current job? • How have you been coping with this disappointment? • Why do you get the feeling that you have been passed over before?
  8. 8. Closed Questions These are designed to bring out useful situation specifics. • Have you had a recent performance interview? • Do you get regular feedback from your current supervisor about your job performance? • Do you believe there is someone who might advise you on adding more skills to gain a promotion? • Are you able to concentrate on your work with this sudden disappointment? • Is there someone in HR you can go to talk to about your concerns? • Where do you think you should go for adding additional work skills?
  9. 9. Additional Questions Designed to bring out concrete examples & details that might make the problem more specific and understandable. • Can you tell me about your life? • Tell me a little bit more about the company you work for. • Can you tell me how you happened to work for this company? • Can you tell me what your goals for your future are? • How does this situation remind you of other experiences you have had? • Can you tell me more about the other promotions you have applied for and how they are similar or different? • Is there any reason why you might not be promoted that you can think of?
  10. 10. Summary • This was a hard situation as there was very little information that was given to me regarding Alicija. She may have been absolutely right that she was not promoted but qualified and a men were hired instead. I would want to slowly ask questions and give her plenty of opportunity to explain. If she got into a cycle of repeating the scenario, I might ask her about the company she works for. I might ask her about her goals and future dreams. I would want to find out more about her cultural background and common norms to be sure that my body language, nonverbal behavior, and active listening skills were not offensive. I would attempt to make it safe to talk and explore her goals.
  11. 11. Bibliography • Arloski M. (2014). Wellness Coaching for Lasting Lifestyle Change (2nd ed.) Duluth, MN: Whole Person Associates, Inc. • Creducation.org (2015). Open ended questions. Retrieved from http://www.creducation.org/resources/triad_ meeting/open_ended_questions.html • Ivey AE, Ivey MB, and Zalaquett CP. (2014). Intentional Interviewing and Counseling, 8th Ed. California: Brooks/Cole.

×