The GROW Model Paper

Coaching: helping another person to improve awareness, to set and achieve goals in order to improve a particular behavioural performance.

Coaching is a useful way to develop people’s skills and abilities, and of boosting performance. It can also help deal with issues and challenges before they become major problems. Coaching typically begins with a personal interview with the employee to assess the situation, review current opportunities and challenges. After the interview, priorities for action are established along with specific desired outcomes. Individuals may also be asked to complete specific action items in a certain period of time that support the achievement of desired goals. Resources may also be provided such as articles, checklists and assessments.

Trainers need to self asses their guidance and support to the team and its structure throughout the learning and amend accordingly as stated earlier.

The performance gap this recommendation will address is my challenge of inconsistently imparting the vision of performance goals to my team in a way that they fully understand. As my team members become proficient in the organization and performance goals, the expected outcome is “worker involvement in decision-making” (Spears, 2010, p. 29). They will begin to take a greater responsibility for own their contributive efforts, depending more on their efforts as opposed to mine. Another expected outcome is that I will be able to complete required or immediate tasks with greater efficacy. This leads to greater team trust in my ability to meet their genuine needs while demonstrating my capability to complete required leadership tasks.

It is vital for me as a coach that before my touch points with individuals I am fully prepared by allowing the coachee sufficient time to prepare as well as setting the agenda (purpose) and structure for the meeting. To be effective coach I will need to make sure I listen to the coahee and make sure I adapt to their learning styles as seen in the honey & Mumford 1960 for example changing from visual to auditory depending on the coachee

The class sequence could be improved. Some of the classes seemed, either out of sequence or the information provided would have been better understood if presented first in another class. I believe Ofc. Marlin tried to sequence these better but had difficulty with coordinating the schedules of the instructors. When possible, give the training a higher priority and schedule early enough to minimize last-minute changes. This would benefit the training, the students, and Ofc. Marlin. Toward the end of the academy, it seemed Ofc. Marlin was struggling to complete all class requirements before graduation.

but at the same time a coachee will need a push to reach and achieve

So far in these sessions we have covered the first three parts of the GROW model. “The final step is to get your team member to commit to specific actions in order to move forward towards his goal. In doing this, you will help him establish his will and boost his motivation” (The GROW model, 2014). In order to determine our success in

Empowerment Coaching SOC 123 is quite the educational journey, I did not realize existed and thoroughly enjoyed taking. Reading Leadership Coaching by Tony Stoltzfus and Coaching Based Ministry by Tim Crosby and Mike McGervey taught me about coaching and what it means to really listen to others. There are many aspects involved in the coaching process. As I studied, both these books, I was learning foundational principles I would apply to my life now and carry throughout my life as building blocks to develop my coaching skills. In this paper, I will discuss my six foundational principles I would integrate into my own coaching practice.

During our session, I asked the participant a series of questions that focused on his goals and how he planned to obtain them. Some of the questions included “what do you want”, “what are you doing to get it”, “is it working”, and “what are your plans”. The participant appeared more enthused when discussing his goals and planning for the future. He was able to refrain from complaining and blaming and come to the realization that he would reach his goal by making the effort to evaluate his goals and create a plan that can be adjusted when

What is your new goal? What do you hope to achieve? Set yourself targets that will improve your performance in the future.

Managers are increasingly expected to be able to competently perform each of the four 'learning ' roles - trainer, coach, mentor, and counselor - for their team as the need arises. Coaching is driven by a questions addressed to the coachee. .coaching become a popular title that is being used by a lot of professionals often with no training .coaching is also solving problem, setting goals and learn new behaviours. The coaching programs was a satisfying experience for personal growth and professional development. Coaching is differ according to the culture ,this paper will illustrate the impact of coaching on employees and how to applying this methods in education level.

Susan M. Heathfield a Human Resource expert states that “the goal of performance coaching is not to make the employee feel badly, or show how much Human Resource professional or supervisor knows. The goal of coaching is to work with the employee to solve performance problems and improve the work of the employee, the team, and the organization.

As you, I also chose the GROW model in helping client's achieve their goal/goals. I appears to be a well-adjusted model, which anyone would be able to pick up easily to preform. I am in the mind set it should be a required model for coaches to use while helping their client. Do you feel the same way? Allowing other models is good and should be used in cooperation with the GROW model. People's attitude is "the emotional framework through which we perceive everything" (Dunbar, 2010, p.55). When being a coach, someone would need to be open-minded to enable helping the client. New ideas, using the different model's, and wanting to help any way they could will make the client's journey more enjoyable, while reaching their goals. GROW lets a person

As previously mentioned, the concept of workplace coaching can be defined as the knowledge, skills, and processes through which people engage themselves in making the maximum impact and continually developing themselves and organizations in light of constant change. While this coaching process utilizes similar communication processes with therapy or counseling, it is not the same as counseling or therapy. The difference between the two is attributed to the fact that therapy focuses on resolution and healing of the past while workplace coaching focuses on creativity, action,