“…In coaching, the objective tends to be specified using the SMART technique, that is, the goal must be specific, measurable, action-oriented, and realistic, and it must be able to be completed within a specific period of time 22,23. Using this tool, the future visualization of the results can be performed and a sense of purpose of the objective can be sought by presenting the participant with questions, such as “What will you be able to do when you accomplish it?” and “What will be different in your life?”22 In the TERVA study, the importance of the questioning technique was addressed, including the use of open questions, that is, questions that provoke answers with more content rather than simple responses, such as “yes” or “no.”17 After establishing the objective, the action planning tool is defined, in which the patient questions him- or herself about what he/she wants to accomplish, what he/she is going to do, how and when he/she will do it, who he/she can rely on, what resources he/she possesses, what resources he/she needs, and the time frame in which the objective should be accomplished. In this action plan, the patient is the protagonist in all of the tasks 16,17…”