Você está treinando um cliente resistente por meio da mudança. Como você pode ajudá-los a ver os benefícios de adotá-lo?

1. Empathy and Validation: Acknowledge their resistance without judgment, showing understanding. 2. Personal Connection: Share relatable experiences of change to build rapport and trust. 3. Highlight Potential Gains: Focus on positive outcomes and personal growth opportunities. 4. Small Steps: Break down change into manageable steps to reduce overwhelm. 5. Risk Mitigation: Address fears and concerns, offering strategies to manage uncertainty.

Change resistance got you down? Here's your client transformation plan! Acknowledge Their Feelings: Validate their resistance, show empathy. Be an understanding friend, not a pushy salesperson! Paint a Brighter Picture: Highlight potential benefits, create a positive vision. Be a hope-filled artist, not a fear-monger! Small Steps, Big Wins: Break down change into manageable steps. Be a progress cheerleader, not an overwhelming taskmaster! Celebrate Wins: Acknowledge even small victories to build momentum. Be a confetti-throwing party planner, not a reward-deprived Grinch! Remember, change is a journey, not a destination. Now go forth and guide your client through their transformation like a supportive coach with empathy!

First off, understand this: everyone’s afraid of something. Fear is what keeps people mediocre. If your client’s scared, it’s because they’re too comfortable. Get them to face those fears head-on. Remind them that fear is just a sign they're about to level up.

The ADKAR model can be helpful for a change-resistant coachee by providing a structured framework to address their resistance and facilitate successful change. 1. Awareness: Help the coachee identify the reason behind their resistance, the need for change and the consequences of not changing. 2. Desire: Encourage the coachee to find personal motivation for change and what’s in it for them. 3. Knowledge: Ask the coachee what information and skills are needed to implement the change. 4. Ability: Encourage the coachee to develop the capabilities and behaviours necessary for change. 5. Reinforcement: Encourage celebrating successes, obtaining feedback, and addressing any remaining obstacles.

Trust isn’t built by being their best buddy. It’s built by showing you’re the real deal. Be transparent, be consistent, and deliver results. Once they know you’re in it to win it, they’ll follow your lead.

Goals are non-negotiable. Set clear, measurable, and aggressive targets. Push them to aim higher than they ever thought possible. If they’re not sweating, they’re not trying hard enough. Make them realize that goals are the only way to measure their progress and stay on track.

Extreme resistance indicates that there is some ground work to be done that you missed so far as a therapist, coach or mentor. While some resistance is normal, I always advise against creating the pressure cooker situation that easily leads to even more frustration and broken trust with the client. In my practice I find it important that instead of pushing harder, revisiting the goals and identifying the source of resistance is really important. Later you can either redefine the goals or help client obtain the skills or reframe the underlying thoughts that are causing the restrain. It's crucial to adapt and ensure the client feels supported and understood throughout the process.

Motivational interviewing is the technique used for this. Check out YouTube for some video examples. The process involves asking non-leading open-ended questions to help the client explore why they are considering change and to deepen their commitment to change.

Make it clear: no one’s coming to save them. They need to own their journey. The moment they stop playing the victim and start taking control is the moment they begin to transform. Empower them to take charge and watch them rise.

Celebrate the victories, no matter how small. Each win is a step closer to greatness. Make them feel the thrill of success and use it as fuel to keep pushing forward. Acknowledge their hard work and show them that progress is the ultimate reward.