In 1980s John Whitmore came up with a book titled Coaching for Performance' where we find the Grow model, which is a guide used by coaches or mentors in composing mentoring discussions. When coming up with guidance or mentoring conversations this model can be quite helpful as it assumes that the coach does not enforce everything about the situation to his coachee but it is his mandate to help the coachee choose the best decision and also offering guidance and advice. In this model, the coach is there to direct or mentor the coachee and not give the directions which he should follow. This model is essential in that it helps the coach and the coachee evaluate the different alternative objectives of the coachee. And make sure they take as much time in evaluating the coachee goals, that they both agree on the way forward in every circumstance and that on the actions taken and that the coachee has a commitment to achieving the named goal.
However there several stages or steps in the grow model that are useful when preparing a coaching session. These stages are as follows; Goal establishment, Current Reality check, Options and alternative modes and the final step is the Way Forward. These steps are presented by each letter in the grow model. We start with letter G which represents the first stage which is defining the Goals, where the coach asks the coachee to outline the goal or the objective they want to achieve at the end of the session both in short and long-term goals. The set goals should be easily understandable and unique. This stage of the model is essential to the coach in that it guides him to inquire what the coachee wants positively. It also helps discover the character of one who is willing to achieve the goal; the character one has to demonstrate to show their willingness and help them know if one can begin and proceed till the goal is reached.
The second stage is Reality Check whereby after one has established a goal and needs to check on the current reality around the purpose or the problem already created. Here the coachee needs to outline those factors that hinder how he/she views the present fact that may hinder the goal. This stage is useful for the coach in that it helps the coach understand the current situation, if one processed in any step towards the goal, and if the objective contradicts this the rest.
The third stage is where we Explore Options since the coachee knows the reality facing the goal they will need to establish other suitable mean and find out the possibilities and also ways that can help them solve the challenges facing the established goal. The primary objective of this stage is to identify concepts that hinder success, alternative remedies, and options which can easily be created. This phase helps the coach guide people to focus on the established goals and also enables him to identify any adverse response from his group and how he can deal with it to find the most suitable solution.
The fourth and the final stage is where the coachee has to establish a will to do it and is confident to complete the goals he had created. In this step the coach has to ensure that the coachee has completed four necessary things, namely what, when, who and finally the willingness to do it to the end. He also has to ensure that after completing these stages they meet up with the coachee and discuss the progress and the challenges that might have been encountered, and if there is a problem when using the original approach, then he can allow him to change from the original plan.
Whitmore, J. (2009). Coaching for performance: Growing human potential and purpose: The principles and practice of coaching and leadership (4th ed.). Boston, MA: Nicholas BrealeyTop of Form
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