Assessment Protocols & Intake Strategy
Transitioning from theory to diagnostics. Learn to assess functional impairment through structured interviews, self-report questionnaires, and performance audits.
Module Overview
While coaches do not diagnose pathology, they must assess functional impairment to tailor their interventions. This module relies heavily on the work of Dawson and Guare to structure the assessment process.
Key Distinction
Coaches assess functional impairment, not clinical pathology. The goal is not diagnosis but understanding how the client's executive skills interact with their environmental demands — what Dawson and Guare call the "Goodness of Fit."
The Intake Architecture
The intake session is the most critical hour of the coaching engagement.
Data Gathering
Structured questionnaires to identify the client's history, interests, strengths, and challenge areas. Look for patterns of "strong starts and poor finishes."
Rapport Building
Creating a "shame-free zone" where missed tasks are data points for problem-solving, not moral failings. Establishing the collaborative alliance.
Goodness of Fit
Problems arise when the demands of the environment exceed the client's executive skills. The intake must identify both the skill deficits and the environmental demands.
The "Getting to Know You" Protocol
An effective intake uses a structured questionnaire to probe key areas:
Academic/Career History
Looking for patterns of "strong starts and poor finishes" or specific areas of difficulty that point to underlying EF deficits.
Bio-Regulatory Factors
Sleep, nutrition, and exercise. Research indicates that EF reserves are depleted by fatigue and stress — these must be assessed first.
Islands of Competence
Where does the client succeed? (e.g., video games, sports, art). This reveals that EF is context-dependent, not absent.
The Executive Skills Questionnaire (ESQ-R)
The ESQ-R is the primary open-source intake tool for the Institute's methodology. It consists of 36 items where the client rates themselves on specific behaviors related to each of the 12 executive skills.
Try the Interactive ESQ-RScoring and Interpretation
The ESQ yields scores for each of the 12 skills. The coach's task is to identify the Top 3 Strengths and Top 3 Weaknesses.
Strengths-Based Coaching
Always share the strengths first. "You have excellent Flexibility and Stress Tolerance." This reduces defensiveness when discussing weaknesses like "Planning and Organization are your challenge areas."
Discrepancy Analysis
Look for discrepancies between the client's self-report and the report of a parent or teacher. A student might rate their Organization as high because they "know where everything is" in their messy room, while the parent rates it low.
This discrepancy is a coaching opportunity for Metacognition.
Advanced Metrics
BRIEF-2: Coaches learn to decode the Behavioral Regulation Index (BRI), Emotional Regulation Index (ERI), and Cognitive Regulation Index (CRI). High T-scores (>65) guide the selection of "Launch Kit" tools.
Brown Scales: Identifies specific "clusters" of impairment to explain the "why" behind a client's struggles. Often the first therapeutic step in the relationship.
The "Point of Performance" Audit
Following Barkley's guidance, the coach must assess the environment. Questionnaires capture perception, but audits capture reality.
The Digital Audit
Have the client share their screen. Open their LMS (Canvas/Blackboard). How many missing assignments are there? What does their Google Drive look like? Is it one folder titled "Stuff"?
- Review email inbox organization
- Check calendar usage (or lack thereof)
- Examine file naming and folder structure
- Assess notification management
The Physical Audit
If reviewing submitted workspace photos or notes, check for clutter load, visible clocks/timers, and distraction sources before finalizing the intervention plan.
- Workspace organization and clarity
- Presence of analog clock and timers
- Location of "launch pad" for essentials
- Distraction sources and barriers
Module 2 Assignment
Assignment 2.1: The Intake Simulation
Objective: Practice data gathering and synthesis.
Task:
- Locate a volunteer (friend, colleague, or family member)
- Administer the Executive Skills Questionnaire
- Conduct a 30-minute structured intake interview using "Goodness of Fit" questions
Deliverable: Create a "Client Profile Report" (3–4 pages) that includes:
- Executive Profile: A visual graph of their 12 skills scores
- Narrative Summary: How weak skills impact their specific goals
- Environmental Analysis: Barriers identified during the interview
- Initial Goal Setting: Three SMART goals based on the assessment data
Required Readings & Viewings
- Dawson/Guare Executive Skills Questionnaire (ESQ-R)
- BRIEF-2 Overview — Behavior Rating Inventory of Executive Function
- Brown EF/A Scales Summary Report
- Executive Function Coaching Intake Form Templates
- Best Practices in Assessing and Improving Executive Skills (Dawson)
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