NC-BC flashcards

32 cards. Read the term and the definition here. The deck at the top of this page is optional.

Nurse coaching

A client-centered, structured, purposeful partnership that integrates nursing knowledge and holistic principles with coaching skills to facilitate the client's own health and wellness goals.

AHNCC

The American Holistic Nurses Credentialing Corporation, the certifying body that administers holistic nursing and nurse coach board certification examinations, including the NC-BC credential.

NC-BC credential

Board certification in nurse coaching granted by AHNCC to registered nurses who meet licensure, education, practice, and examination requirements, demonstrating verified competency in nurse coaching practice.

Client as expert

The coaching principle that the client holds authority over their own life, values, and goals; the coach contributes process expertise while the client chooses the agenda and answers.

Coaching versus therapy

Coaching is present- and future-focused work with functional clients on goals; therapy treats diagnosable mental health conditions. Nurses refer out when assessment reveals needs beyond coaching scope.

Coach scope of practice

Bounded by the state nurse practice act, licensure, certification standards, and personal competence; the nurse coach does not diagnose, prescribe, or provide psychotherapy.

Integrative nurse coaching

Coaching that addresses the whole person - mind, body, spirit, environment, and relationships - drawing on conventional and complementary approaches to support self-directed healing and growth.

OARS

Core motivational interviewing microskills: Open-ended questions, Affirmations, Reflections, and Summaries, used to build alliance and guide clients toward voicing their own reasons for change.

Complex reflection

A reflection that goes beyond restating the client's words to infer underlying meaning, emotion, or values, helping the client feel deeply heard and consider new perspectives.

Righting reflex

The clinician's habitual urge to fix, advise, or correct. In coaching it often provokes client resistance and reduces the client's sense of autonomy and ownership.

Empathy versus sympathy

Empathy is accurately perceiving and communicating the client's frame of reference as if it were one's own; sympathy is feeling pity for the client from an outside stance.

Unconditional positive regard

Rogers' stance of consistent warmth and nonjudgmental acceptance of the client as a person of worth, independent of the client's behaviors or choices.

Powerful question

A brief, open-ended question that invites reflection and new awareness rather than a yes-or-no answer, and that contains no hidden advice or agenda.

Change talk

Client statements favoring movement toward a specific change - desire, ability, reasons, need, commitment, activation, and taking steps - which coaches intentionally evoke and strengthen.

Transtheoretical model

Prochaska and DiClemente's stages of change: precontemplation, contemplation, preparation, action, maintenance, and termination, with stage-matched interventions and relapse as an expected part of cycling.

SMART goals

A goal-setting format requiring goals that are Specific, Measurable, Achievable, Relevant, and Time-bound, producing clearer targets and a basis for evaluating progress.

GROW model

A coaching conversation structure: Goal, Reality, Options, and Will or way forward, moving the client from desired outcome through current situation to a committed next step.

Decisional balance

A structured weighing of the pros and cons of changing versus staying the same, used especially in contemplation to surface and explore ambivalence without pushing the client.

Self-efficacy sources

Bandura identified four sources: mastery experiences, vicarious experience, social or verbal persuasion, and physiological or affective states; mastery experiences are the most powerful.

Self-determination theory

Deci and Ryan's theory that satisfying autonomy, competence, and relatedness supports intrinsic motivation, which sustains behavior change better than external pressure or rewards.

Scaling question

A solution-focused technique asking the client to rate progress, confidence, or motivation on a 0-to-10 scale, then exploring what would move them one point higher.

Holistic nursing

Nursing practice with healing the whole person as its goal, integrating body-mind-spirit care, the nurse's healing presence, and partnership with the client's values and environment.

Caring moment (Watson)

An authentic transpersonal connection in which nurse and client meet in a way that honors the other's subjective experience and opens possibilities for healing and wholeness.

Salutogenesis

Antonovsky's health-origin framework centering on a sense of coherence - comprehensibility, manageability, and meaningfulness - that supports coping and movement toward health rather than focusing on disease.

Levels of prevention

Primary prevention reduces risk before disease occurs; secondary provides detection and early treatment; tertiary limits disability and supports rehabilitation and function after established disease.

Dimensions of wellness

Commonly physical, emotional, social, spiritual, intellectual, occupational, and environmental domains; wellness is a multidimensional continuum rather than the mere absence of illness.

Rogers' energy field

Martha Rogers' Science of Unitary Human Beings holds that humans and environments are irreducible energy fields in continuous mutual exchange, described through integrality and patterning.

ANA Code of Ethics

Nine provisions articulating nursing's core values and duties - respect for dignity, primacy of the patient, confidentiality, accountability, and responsibility to the profession and social justice.

Nurse practice act

State law that defines nursing scope, licensure, and delegated activities; nurse coaching practice must remain within it and within the nurse's documented competence.

Informed consent for coaching

Disclosure of the coaching agreement's purpose, methods, fees, scheduling, confidentiality limits, and the client's right to stop, obtained before the coaching relationship begins.

Dual relationship risk

When a coach holds another role with the client, such as employer, friend, clinician, or family member, objectivity and power balance may be compromised; seek supervision or decline.

Coaching confidentiality limits

Confidentiality is the default, but coaches disclose when the client is at risk of harm, when legally required such as mandatory reporting or court order, or with written authorization.