CABT study plan

Define the scope and boundaries of business therapy as a consulting specialty, contrasting it with clinical psychotherapy practice

Map the core ethical principles (informed consent, dual relationships, confidentiality in organizational settings, competence limits) onto at least three workplace consulting scenarios

Draft a personal ethical decision-making framework you can apply when organizational and clinical obligations conflict

Identify the credentialing, supervision, and scope-of-practice rules that govern your jurisdiction

List five boundary-management strategies for consulting inside a client organization

Compare at least four organizational assessment frameworks (e.g., culture, structure, role clarity) and note when each fits

Practice selecting assessment methods by matching a described presenting problem to an appropriate diagnostic tool

Build a structured intake and diagnostic interview guide for an organizational client

Explain how to separate individual, team, and systemic contributors to a presenting problem

Describe how to write assessment findings so they are usable by non-clinical leaders

Interpret a sample balance sheet, income statement, and cash-flow statement well enough to ask informed diagnostic questions

Calculate and explain basic financial ratios relevant to organizational health (margin, liquidity, leverage)

Translate financial constraints into organizational-stress hypotheses that inform diagnosis

Draft three diagnostic questions you would ask a CFO or finance lead during an assessment

Build a simple consulting budget and pricing model (hourly, project, retainer) with break-even math

Compare leadership styles and predict their effects on team climate and psychological safety

Analyze a written team-dynamics case for stage-of-development, roles, norms, and hidden conflict

Design a group-process intervention (e.g., team charter, retrospective) suited to a described team dysfunction

Compare at least three change-management models and identify the assumptions and failure modes of each

Diagnose sources of change resistance using a stakeholder and readiness analysis

Sequence a phased intervention plan with entry, contracting, intervention, and exit stages

Anticipate ethical risks (coercion, confidentiality, power imbalance) during mandated change

Design a workplace well-being initiative grounded in at least two evidence-informed models (e.g., job demands-resources, psychosocial risk frameworks)

Distinguish individual-level well-being interventions from organizational-level ones and justify the mix

Apply a conflict-resolution model (interests vs. positions) to a written workplace dispute

Draft a negotiation preparation sheet covering interests, BATNA, and framing for a consulting engagement

Write a consulting proposal that specifies scope, deliverables, fees, confidentiality, and termination terms

Draft a consulting agreement outline covering liability, data handling, and role boundaries

Practice structuring a client-engagement kickoff meeting agenda with measurable success criteria

Identify red flags in prospective engagements (unclear authority, ethical conflicts, scope creep) and script a decline or renegotiation

Select outcome measures appropriate to organizational consulting and explain their psychometric limits

Design a simple pre/post evaluation plan for an intervention, including data-collection and reporting steps

Integrate ethics and evidence standards into a final review of your own intervention plans

Complete a timed mixed-domain practice set and analyze error patterns by domain

Finalize a personal continuing-development plan targeting your weakest domain