Welcome to the UNT Center for Sport Psychology and Performance Excellence website. I appreciate you taking this opportunity to learn more about our Center and the work we do at the university and in the community. The Center for Sport Psychology is a national leader in (a) providing services to athletes, coaches and teams, (b) educating future sport psychologists as well as current coaches and sport administrators, (c) conducting research with exercisers and sport participants, and (d) working with the community, such as youth sport programs, to make sport a more enjoyable and meaningful experience. Simply put, our mission is to help you reach your performance goals, whatever they may be, and find passion in what you do.
It has been 48 days and counting without burning a single cigarette, and it is all thanks to Rita Black. The first 2 to 3 days were definitely the hardest, but the freedom and the confidence I gained after I saw her has been far more rewarding. After a single session with her, I am now empowered to be healthy, I took back control of my life and I will continue to do so for years to come. Thank you Rita for helping me want to burn calories and not cigarettes.
Intentional weight loss is the loss of total body mass as a result of efforts to improve fitness and health, or to change appearance through slimming. Weight loss in individuals who are overweight or obese can reduce health risks,[1] increase fitness,[2] and may delay the onset of diabetes.[1] It could reduce pain and increase movement in people with osteoarthritis of the knee.[2] Weight loss can lead to a reduction in hypertension (high blood pressure), however whether this reduces hypertension-related harm is unclear.[1][not in citation given]
The Federal Dictionary of Occupational Titles describes the job of the hypnotherapist: "Induces hypnotic state in client to increase motivation or alter behavior patterns: Consults with client to determine nature of problem. Prepares client to enter hypnotic state by explaining how hypnosis works and what client will experience. Tests subject to determine degree of physical and emotional suggestibility. Induces hypnotic state in client, using individualized methods and techniques of hypnosis based on interpretation of test results and analysis of client's problem. May train client in self-hypnosis conditioning. GOE: 10.02.02 STRENGTH: S GED: R4 M3 L4 SVP: 7 DLU: 77"[8]
The first journal “The Journal of Sports Psychology” came out in 1979; and in 1985, several applied sport psychology practitioners, headed by John Silva, believed an organization was needed to focus on professional issues in sport psychology, and therefore formed the Association for the Advancement of Applied Sport Psychology (AAASP). This was done in response to NASPSPA voting not to address applied issues and to keep their focus on research.[18] In 2007, AAASP dropped "Advancement" from its name to become the Association for Applied Sport Psychology (AASP), as it is currently known.
What will set successful executive coaches apart from others in the coming years is their ability to demonstrate measurable results. Savvy clients will only choose executive coaching organizations that can clearly demonstrate how they helped their coachees move the needle. Pre- and post-360 interviews, structured feedback and other tools will be used to quantify and qualify results. - Loren Margolis, Training & Leadership Success LLC
The app's health section lists the benefits of quitting smoking along with a percentage bar that shows in real time when you will achieve them. For example, there are progress bars that signal when your blood pressure and pulse rate, as well as carbon monoxide and oxygen levels, will return to normal, and the time until your risk of heart attack will decrease and your lung function will increase.
Learn From Your Personal Time-Line: Describe key turning points in both your career and personal life, with an eye to what shaped your values, attitudes and behavior; how your career decisions and experiences have affected your personal development. Identify the consequences, both positive and negative. What does this knowledge point you towards, in terms of reclaiming and growing dormant or neglected parts of yourself?
This is what you say or think to yourself. Self-talk patterns are related to how people feel and act. Changing self-talk is commonly used for (a) prompting a specific behavior, (b) improving self–confidence, (c) attention control, (d) motivation, and (e) arousal control. Common components include the identification of negative or irrelevant thoughts, challenging these thoughts, the creation of positive thoughts, and the substitution of positive thoughts for the negative thoughts.
This course examines organizational coaching and surveys the foundational disciplines on which the practice of organizational coaching is based, applicable theories and methods. Coaching will be explored as an intervention and developmental technology. Students are introduced to the practice of coaching and coaching conversation models as well as coaching-related skills including contracting, listening, questioning, designing actions, planning and goal setting, and managing progress and accountability. 
So we try to make athletes understand that there is a process to their sport, and that it is more important early on to get the process right than to worry about the result. Then, as the athletes get better and reach higher levels of competition, we put as much importance on the process as on the result. The hope is that the emphasis on the process will buffer the athlete from a bad loss. As long as they know that they performed to their best, they are more accepting of the result.
Organizations must be in favor of and agree to provide resources to support the executive coaching, and recognize that it requires a long-term investment in order for the coaching and change to succeed. “Executives need follow-on coaching and reinforcement in order to sustain changes in behavior. In addition, professionals’ development should be kept separate from performance because the high level of trust and openness required for development would be compromised if these two essential processes are mixed.”[5]
In North America, early years of sport psychology included isolated studies of motor behavior, social facilitation, and habit formation. During the 1890s, E. W. Scripture conducted a range of behavioral experiments, including measuring the reaction time of runners, thought time in school children, and the accuracy of an orchestra conductor's baton.[6] Despite Scripture's previous experiments, the first recognized sports psychology study was carried out by an American psychologist Norman Triplett, in 1898.[7] The work of Norman Triplett demonstrated that bicyclists were more likely to cycle faster with a pacemaker or a competitor, which has been foundational in the literature of social psychology and social facilitation.[8] He wrote about his findings in what was regarded as the first scientific paper on sports psychology, titled “The Dynamogenic Factors in Pacemaking and Competition”, which was published in 1898, in the American Journal of Psychology. Research by ornithologists Lashley and Watson on the learning curve for novice archers provided a robust template for future habit formation research, as they argued that humans would have higher levels of motivation to achieve in a task like archery compared to a mundane task.[9] Researchers Albert Johanson and Joseph Holmes tested baseball player Babe Ruth in 1921, as reported by sportswriter Hugh S. Fullerton. Ruth's swing speed, his breathing right before hitting a baseball, his coordination and rapidity of wrist movement, and his reaction time were all measured, with the researchers concluding that Ruth's talent could be attributed in part to motor skills and reflexes that were well above those of the average person.[10]

Feedback shouldn’t be a surprise. Hopefully, he has been receiving feedback along the way about specific behaviors that he has needed to change. Start out by stating your intent in giving the feedback. For example, “My goal in giving you this feedback is for you to be able to step up and get that promotion….” Then describe the actual behavior that you noticed and the situation in which it occurred (i.e., “You did not show up to the last three of our staff meetings”), the impact that it had (i.e., “this upset the rest of the team who were counting on getting key updates from you so they could move forward with their projects”), and then articulate the desired results (“I’d like for you to be at all of our staff meetings from now on. If you can’t attend, I’d like for you to let me know and to send someone from your team in your absence”).
It is far easier to describe what hypnosis is not rather than to describe what it is. For example, it is not one person controlling the mind of another. The patient is not unconscious and does not lose control of his or her faculties. People will not do things under hypnosis that they would be unwilling to do otherwise. The person being hypnotized is always in control. The hypnotized person decides how deep the trance will be, what suggestions will be accepted, and when to awaken. Therefore, a hypnotyized person cannot be forever "lost" if the therapist should fall dead during an induction or while the patient is deep in trance.

This video will last for 8 hours and will allow you to enjoy a full night of high quality sleep. Simply turn on the video when you go to bed, lay back, relax, and fall asleep. The affirmations in the recording will be absorbed by your subconscious as you sleep, producing fantastic results. At the end of the recording an alarm will sound, and you'll wake up full of positive energy and ready to start your day.
Organizations must be in favor of and agree to provide resources to support the executive coaching, and recognize that it requires a long-term investment in order for the coaching and change to succeed. “Executives need follow-on coaching and reinforcement in order to sustain changes in behavior. In addition, professionals’ development should be kept separate from performance because the high level of trust and openness required for development would be compromised if these two essential processes are mixed.”[5]
“A fun, motivational and totally unique style of fast-track leadership development that has delivered far more than I thought possible. At the start of the executive coaching I had a goal to become a Director in 18 months to 2 years time. Through the coaching, I was offered a Directorship after 6 months. As a manager and individual I feel totally revived and have gained instant benefit allowing me to achieve and surpass my desired objectives. If I had known the impact it had, I would have paid for it myself and done it ages ago!”
The concept of ADHD coaching was first introduced in 1994 by psychiatrists Edward M. Hallowell and John J. Ratey in their book Driven to Distraction.[8] ADHD coaching is a specialized type of life coaching that uses specific techniques designed to assist individuals with attention-deficit hyperactivity disorder. The goal of ADHD coaching is to mitigate the effects of executive function deficit, which is a typical impairment for people with ADHD.[9] Coaches work with clients to help them better manage time, organize, set goals and complete projects.[10] In addition to helping clients understand the impact ADHD has had on their lives, coaches can help clients develop "work-around" strategies to deal with specific challenges, and determine and use individual strengths. Coaches also help clients get a better grasp of what reasonable expectations are for them as individuals, since people with ADHD "brain wiring" often seem to need external mirrors for accurate self-awareness about their potential despite their impairment.[11]
Experience is the best teacher. In the future, executive coaching will move from explaining to experiencing. People will desire to learn in a format that is memorable and fun. Breakthrough thinking and new information will be driven by executive individualization based on what experience the executive needs in order to achieve new patterns of action. - Ken Gosnell, CEO Experience

Consultation and training. Team building; sports organization consultation; systems interventions with parents and families involved in youth sports participation; education of coaches regarding motivation, interpersonal and leadership skills and talent development; education of coaches and administrators regarding early identification and prevention of psychological difficulties.
Get to know each other better as people so that you can work together more effectively. Create an open forum to discuss how you work best, the type of work you love to do, what you want to do more of, what you want to do less of, two things that make you smile, and two things sure to make you angry. Other fun team building activities will also help the you connect with each other.
My misgivings about executive coaching are not a clarion call for psychotherapy or psychoanalysis. Psychoanalysis, in particular, does not—and never will—suit everybody. Nor is it up to corporate leaders to ensure that all employees deal with their personal demons. My goal, as someone with a doctorate in psychology who also serves as an executive coach, is to heighten awareness of the difference between a “problem executive” who can be trained to function effectively and an “executive with a problem” who can best be helped by psychotherapy.
Jump up ^ For example, see Media Release 89/70: issued on 12/4/1989, by Peter Collins — who was, at the time, the NSW State Government Minister for Health — which announced that the N.S.W. Government had made "a decision not to proceed with plans to place controls on Hypnosis and to ban Stage Hypnosis". Also, see Dewsbury, R., "Reversal by Govt over hypnotists", The Sydney Morning Herald, (Thursday, 13 April 1989), p.8.
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