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Occupational performance coaching : a manual for practitioners and researchers / Fiona Graham, Ann Kennedy-Behr and Jenny Ziviani.
- Format:
- Book
- Author/Creator:
- Graham, Fiona, author.
- Kennedy-Behr, Ann, 1971- author.
- Ziviani, Jenny, author.
- Language:
- English
- Subjects (All):
- Occupational Therapy.
- Occupational Therapists.
- Inservice Training.
- Education.
- Medical Subjects:
- Occupational Therapy.
- Occupational Therapists.
- Inservice Training.
- Education.
- Physical Description:
- 1 online resource (249 pages) : illustrations
- Edition:
- 1st ed.
- Place of Publication:
- Abingdon, Oxon ; New York, NY : Routledge, 2021.
- Summary:
- "This book presents a definitive guide to understanding, applying and teaching Occupational Performance Coaching (OPC). Grounded in principles of occupational therapy, person-centredness and interprofessional frameworks of health and disability, this book will be of interest across health and rehabilitation professions"-- Provided by publisher.
- Contents:
- Cover
- Half Title
- Title Page
- Copyright Page
- Dedication Page
- Contents
- List of figures
- List of tables
- List of boxes
- Foreword
- Preface
- Acknowledgements
- List of abbreviations
- 1 Introduction
- References
- 2 Theoretical and conceptual foundations
- Key messages
- Reflective questions
- Occupational Performance Coaching in a nutshell
- International Classification of Functioning, Disability and Health
- OPC targets participation outcomes
- The concept of occupational performance
- Person- and family-centred care
- Alignment of OPC with person- and family-centred care
- Person-centred care explained
- Family-centred care explained
- Coaching single and multiple clients: merging person- and family-centred practices
- Building family capacity through coaching
- Self Determination Theory
- What is SDT?
- Adult learning
- Alignment of OPC to adult learning theory
- Transformational learning theories
- Contrasting OPC with other coaching interventions
- Distinguishing aspects of OPC from other coaching interventions
- Occupational Performance Coaching logic model
- Conclusion
- 3 Implementation procedures
- Overview of the OPC domains: Connect, Structure, and Share
- The first domain: Connect
- Connect: listen
- Mindful awareness
- The challenge of listening
- Connect: empathise
- Empathy and self-care of practitioner
- Connect: partner
- Why is partnering challenging?
- Have we got time to partner?
- How can we cultivate partnership?
- The second domain: Structure
- Structure: establish valued participatory goals
- Why do goals need to be 'valued'?
- Why do goals need to be 'participatory'?
- How do we describe degree of change or the scale of OPC goals?
- How can we measure goal progress?
- Whose goals are targeted in OPC?.
- What does OPC with multiple clients look like?
- Structure: collaborative performance analysis
- Collaborative performance analysis: envision
- Collaborative performance analysis: explore
- Exploring the 'person'
- Exploring the 'task'
- Exploring the 'environment'
- Collaborative performance analysis: engage
- Structure: act
- Act: intentions
- Act: doing it
- Structure: evaluate
- Structure: generalise
- The third domain: Share
- Share: curiosity
- Share: expect resourcefulness
- Share: ask first
- Share: prompt reflections
- Share: teach principles
- 4 Fidelity processes
- A fidelity framework
- What practitioner background training is needed?
- Are there prerequisite practitioner competencies for OPC?
- How is OPC training delivered?
- Practitioner training
- Researcher training
- Minimising implementation drift
- Tailoring of training
- Training of trainers in OPC
- What dosage of OPC is required to effect change?
- What delivery formats are suitable for OPC?
- How is fidelity to OPC measured?
- OPC Fidelity Measure
- How have client perspectives of fidelity been gathered?
- How is OPC fidelity monitored?
- External observer monitoring
- Self-monitoring of fidelity
- How can OPC be tailored?
- Are outcome measures considered an adaptation to OPC?
- Can I grade language and visual supports without tailoring OPC?
- How is cultural diversity accommodated within OPC delivery?
- What therapeutic strategies are beyond tailoring of OPC?
- 5 Threshold concepts
- Reflective prompts
- Threshold concept #1: high-trust partnerships are critical to coaching and are intentionally developed
- What are high-trust partnerships?
- The power of high-trust partnerships
- High-trust partnerships in action.
- Threshold concept #2: meaningful goals are when dreams come true, rather than problems minimised
- What are meaningful goals?
- The power of motivating goals
- Motivating goals in action
- Threshold concept #3: impairments rarely inform solutions. Enabling strategies can arise from anywhere
- What are enabling strategies for occupational performance and participatory goals?
- The power of a systems view for identifying strategies
- A systems view of enablement in action
- Threshold concept #4: clients, rather than practitioners, are the agents of change in coaching
- What is client agency within coaching?
- The power of client agency
- Client agency in action
- Threshold concept #5: expertise in coaching lies in how we engage with people rather than what we know about them
- What does it mean to be expert at engaging with clients?
- The power of expertise in engaging with people
- Expert engagement in action
- 6 Research findings
- OPC with primary caregivers
- Client strategies which effect change arising from OPC
- Lived experience of engaging in OPC
- Mothers' perspectives
- Therapists' perspectives
- OPC with teachers
- Research using adapted versions of OPC
- OPC after stroke
- Future research
- 7 Practice in diverse service delivery contexts
- Service delivery implications
- How does OPC fit with service values?
- How does OPC impact on practitioner time use?
- How can OPC principles inform first contact and triage?
- How might OPC affect team structures?
- Does OPC affect the overall amount of therapy clients receive?
- How can the principles of OPC inform service delivery beyond researched populations and formats?
- OPC with at-risk infants and their parents.
- OPC in single session contacts
- Tele-OPC
- Adaptive equipment assessment
- Can OPC work through interpreters?
- Does OPC translate across diverse cultures?
- When is OPC not the right fit?
- How should I evaluate outcomes of OPC in my clinical work?
- As a service leader, how can I support application of OPC?
- Support practice change at all levels
- Mentor new staff
- Communicating OPC
- What does written communication informed by OPC look like?
- Casenotes
- Communicating OPC to colleagues and partner agencies
- Afterword
- Appendix A Occupational Performance Coaching Fidelity Measure (OPC-FM)
- Scale descriptors and rating guide
- Appendix B Occupational Performance Coaching process
- Appendix C Occupational Performance Coaching: goal examples
- Child-related goal examples
- Adult-related goal examples
- Appendix D Occupational Performance Coaching: goal development example and template
- Appendix E suggested wording for Occupational Performance Coaching (OPC) Template for Intervention Description and Replication (TIDieR)
- Appendix F Occupational Performance Coaching: Session schedule
- Appendix G Occupational Performance Coaching: Casenote audit tool
- Appendix H Occupational Performance Coaching: Casenote template
- Appendix I Occupational Performance Coaching: Discharge report template
- Index.
- Notes:
- Includes bibliographical references and index
- Description based on print version record.
- ISBN:
- 0-429-61897-2
- 0-429-05580-3
- 0-429-62112-4
- 9780429055805
- OCLC:
- 1150799380
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