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Momentor for Wellness Coaching How-To-Guide

Momentor for Wellness Coaching How-To-Guide. Maximizing the benefits of using Momentor. Log in…. You will receive a link via email inviting you to begin your development journey, using Momentor. Creating your first goal. Creating a goal.

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Momentor for Wellness Coaching How-To-Guide

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  1. Momentor for Wellness CoachingHow-To-Guide Maximizing the benefits of using Momentor

  2. Log in… You will receive a link via email inviting you to begin your development journey, using Momentor..

  3. Creating your first goal

  4. Creating a goal Choose a suggested goal related to the particular category you have selected. Or alternatively if you prefer, you can click here to set your own personalised goals

  5. Finalizing the goal

  6. Setting a timeline

  7. Momentor will remind you.. Momentor sends out a reminder email every week asking you about your progress and reminding you of your goals. You can find all your trackable activity in your development feed.

  8. Momentor Features and the 70/20/10 RuleLombardo & Eichinger (1996) Action Items and Practice Plans Goal Mentors Competency Based Resource Library

  9. Invite goal mentors

  10. Adding Action Items Action items are tasks or things that you can easily identify as either completed or incomplete. Add your own or select from our recommended action items from our resource library. Once you have added actions, click the ‘Back to goal details’ button The next step is to click on ‘Teach me about practice plans’.

  11. Practice Plans Practice Plans have two parts. Momentorprompts you to share your practice plans with your goal mentor.. The second part is what you commit to do more, less or differently when you experience the trigger The first is the situation, or the trigger, where you'd like to behave differently

  12. Practice Plans

  13. Summary Page

  14. Momentor Reminds You about your Practice Plans Momentor sends out a specific reminder to prompt participants to put their practice plans into action

  15. Evaluate – Feedback on your Development Progress

  16. Momentor will remind you.. Momentor sends out a specific reminder to prompt participants to initiate goal feedback after deliberate practice to measure goal success and progress

  17. Evaluate Verify the goal you have been working on Then invite raters to provide feedback on your progress– this can be for example, from your peers, your goal mentors, your line manager etc. You can also customise your invitation text..

  18. What your feedback nominees will receive

  19. Remember… Momentor Goal Evaluation: • Is NOT a reassessment of your initial 360 feedback assessment • Provides you with robust, tangible data to support your effective development and behavior change • Will provide you with a real sense of personal achievement and motivation when you see the results of your efforts being recognised.

  20. How will you know you’ve improved

  21. Using the Resource LibraryParticular resources will be suggested in line with the goals you have created, however, you can click on the Resource Library Tab at anytime to explore the entire library • You can access a wide selection of… • Articles • Audio • Books • On-the-job activities • Video • Websites/ blogs • Workshops/ Seminars Your resource library will be based on, and linked to, your specific competency model

  22. Content is maintained and updated weekly by a dedicated team of HR and OD Momentor professionals

  23. Settings in Momentor

  24. Reporting..

  25. ROI evaluated at the behavioural level across all participants at the end of a program • (% improving) and by a single question in the Coaching Process Evaluation • Tangible individual and group metrics about actual behavior change • Insight into continuous individual development activity • Peace of mind – employees receive 12 months of targeted support to help them achieve their behavioral change goals • Measurement of continuous improvement across individuals, groups and the whole organization What’s in it for the organisation? • Ability to upload company specific resources to the Momentor resource library • An enhancement in staff motivation following successful goal feedback A “Recommended” tab in the resource library - lists only the "top" recommended resources in line with specific goals • Advanced reporting which is easy to access and interpret within the Momentor platform • Sustained learning and improvement long after a development intervention

  26. Behavioral Engineering Theories Behind Momentor

  27. Selected References • Mashihi, S. & Nowack, K. (2013). Clueless: Coaching People Who Just Don’t Get It (2nd edition). Envisia Learning, Santa Monica, CA. • Nowack, K. (2000). Occupational stress management: Effective or not? In P. Schnall, K. Belkie, P. Landensbergis, & D. Baker (Eds.). Occupational Medicine: State of the Art Reviews, Hanley and Belfus, Inc., Philadelphia, PA., Vol 15, No. 1, pp. 231-233. • Greene, R. and Nowack, K. (1996) Stress, hardiness and absenteeism: Results of a 3-year longitudinal study. Work and Stress, 9, 448-462. • Nowack, K. M. (1994). Psychosocial predictors of health, job satisfaction and absenteeism: Results of two prospective studies. Paper presented at the 1994 American Psychological Association National Convention, Los Angeles, CA. • Nowack, K. and Pentkowski, A. (1994). Lifestyle habits, substance use, and predictors of job burnout. Work and Stress, 8, 19-35. • Schwartz, G.E., Schwartz, J.I., Nowack, K.M., & Eichling, P.S. (1992). Changes in perceived stress and social support over time are related to changes in immune function. University of Arizona and Canyon Ranch. Unpublished manuscript. • Nowack, K. M. (1991). Psychosocial predictors of physical health status. Work and Stress, 5, 117-131. • Nowack, K. M. (1990). Initial development and validation of a stress and health risk factor instrument. Journal of Health Promotion, 4, 173-180. • Nowack, K. M. (1989). Coping style, cognitive hardiness, & health status. Journal of Behavioral Medicine, 12, 145-158.

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