Coaching Sessions Using the Grow Model - Assignment Example

Question One

Introduction

Coaching is the process of guiding someone to develop and gain expertise in a certain field or profession. The individual being trained is referred to as the coachee, and the one assisting the learner develop the critical skills is the coach. Coaching entails use of various models to transmit knowledge to the coachee but in our case we will use the GROW mode of coaching. GROW here is an acronym broken down to G to represent Goals, R to explain Reality, O to demonstrate Opportunity and W to refer to Will or Way forward. The GROW method is a good mentoring and coaching tool and it is good to acknowledge Sir John Whitmore who further developed Alexandria’s thinking of the GROW model (Bresser, 2010).

The following is a plan on my coaching sessions using the GROW model (Preplanning)

GROW Coaching model

My coachee In this case Annette Shaw seeks to be a team Representative in the Information Technology department where she is working and to date she has two years’ experience in the working field. By looking at Annette’s case her objectives, appear achievable, as she just needs to put extra effort to promotion as the next representative. Off course there are other representatives but what does she have to do? Her reason for seeking a coach is still measurable that she has two years of working experience and furthermore still working meaning her wants are attainable and specific, as she wants to assume the team representative role. The following guidelines below will help me as the coach and my coachee realize our set goals.

Coach Plan of Sessions with Coachee as per GROW Model stage

GROW Model Stage

GOALS SESSION ONE

The first session is establishment of a Goal – At this stage, I will seek to establish Annette Shaw’s main aim to a very clear and concise manner (Clutterbuck, 2011). Some of the questions in goal establishment include the following;

What do you want to change?

What do you really want?

What benefits will you acquire if you really achieved this goal?

What kind of outcome do you consider ideal?

REALITY SESSION TWO

The second session is really getting to know the Reality – I will seek to find out Annette Shaw’s current position, where is she currently in the organization, what is going on, and the magnitude of the situation. Brainstorming by both coachee and coach is very essential here. Some of the questions are;

On a scale of one to ten, where do you place?

Have you ever tried working towards your goal?

How urgent or fast do you want to realize your goal?

OPTIONS SESSION FOUR

Third session will be on Obstacles/Options – The coachee with help from the coach will try to identify the various problems facing the coachee. An example of our case study here, Annette feels at her current position she is not getting the respect she deserves and is receiving a poor salary. Some of the methods that can solve this are by the following questions.

What do you think you will need to do next?

Which option do you feel ready to act?

What can you do better?

WAY FORWARD OR WILL SESSION FIVE

Fourth session will be on the Way forward – With guidance from the coach, the coachee should have vast ideas on how to go about the various obstacles she has encountered and to seek any other new inventions on how to improve (Baron, 2009). Some of the guiding questions include;

What resources do you need?

When are you going to start the process?

What acts would it take to score a ten?

Conversations between Coach and Coachee

After the preplan stage above as the coach I will make certain arrangements on meeting with the coachee, our meeting may take various forms and id seek to establish which form is suitable for both of us. Meetings can be face to face in either a conferring room or using various online platforms. During the first meeting, the coach and coachee should take time to know each other and it is at this stage the coach takes time to listen to issues posed by the coachee, and what problem would the coachee want solved by the coach (Blackman, 2006). Agreement is also set here and certain expectations and ground rules emerge.

The Second meeting is where the coach plans on scheduling and uses the GROW model to realize the coachee’s goals. The coach develops frequent meetings and assists the learner on how to brainstorm on certain issues. The coach here gives reality on how long certain aspects will take, and gives assurance to the coachee when the goals will be visualized (Connor, 2012).

Responses of the coachee on training

GROW Sessions

Coachee Final Notes

GOALS-1ST Session(Day 1 40 minutes)

Annette the coachee believes her goal is becoming the team representative of her organization. By answering the various questions posed to her by the coach, she believes that the current IT representatives are not representing them to the fullest. She depicts in many stories they are the behind curtains audience instead of being acknowledged as the success factors. Annette really wants to change this, on further answering of the benefits she will acquire once she is the team representative it is seen she will work towards a salary increment, and the organization as a whole will have major benefits.

REALITY-2ND Session ( another day of 50 minutes)

The Coach makes Annette realize her current position on a scale of one to ten; she acknowledges the effort she has to make in order to get a promotion at the organization. Further interrogation has seen Annette to put very less efforts towards attaining her goals as compared to her previous thinking. The urge to achieve her dreams increases but the urgency to achieve her goals comes to the limelight. The urgency is directly proportional to the efforts she will make back at work.

OPTIONS-3RD Session (Agreed day, a 30 minute session)

The coachee is now familiar to several problems that she has encountered and able to solve this problems without much difficulty. Thanks to the coach, the coachee has several options to resolve certain problems. If one method fails then there is an almost immediate action. The coachee develops strongly on what she can do best and learns to use those aspects for acknowledgement.

WAY/WILL 4TH Session ( Set date a 35 minute session )

Being stuck on various issues becomes a past thing, as lessons learnt from the course enables the coachee to plot the way forward on several aspects. The coachee is able to gather all resources that she might require to score highly towards achieving her goals. The coachee is also able to make well-arranged schedules towards visualizing her goals; this implies the coach’s previous help on planning and evaluation.