Occupational Performance Coaching

Definition

A family-centered, occupation-based, solution-focused intervention that directly targets enabling individuals to achieve their personalized goals related to occupational performance and participation in life situations.

Desired Outcomes

Attainment of occupational performance and participation goals; greater sense of competence and goal-related self-esteem; and enhanced quality of life.

Coachees

Caregivers

Theoretical Underpinnings

• Systems views of health
• Self-determination theory
• Humanistic principles
• Adult-learning theory

Key Components

Five threshold concepts:

1. High trust partnerships are critical to coaching and are intentionally developed.
2. Meaningful goals are when dreams come true, rather than problems minimized.
3. Impairments rarely inform solutions. Enabling strategies can arise from anywhere.
4. Clients, rather than practitioners, are the agents of change in coaching.
5. Expertise in coaching lies in how we engage with people rather than what we know about them

Three domains of practitioner focus:

1. Connect
2. Structure
3. Share
   

Fidelity Measures

OPC Fidelity Measure

References

OPC Website at the University of Otago

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