Coaching model

Coaching for Performance
Definition of Coaching for Performance:
Coaching is unlocking a person’s potential to maximise their own performance. It is helping them to learn rather than teaching them. Timothy Gallwey

GROW
The GROW model provides a structure which will help achieve the task and development outputs from the coaching process. First established by John Whitmore.
After identifying the performance issue you want to work on, you need to set the goal you wish to achieve. Ask questions to help the person be clear on what they really want.
Goals – should be:
• Specific
• Measurable
• Achievable
• Relevant
• Trackable
Reality – a stage for exploring, gathering information, finding out, not a time for making decisions or finding solutions. Ask questions aimed to help the person to really understand what is going on and why they are not achieving already.
• No assumptions
• Cut through irrelevant history
• Avoid problem solving at this stage
• Review session goal if necessary
• Gathering information to facilitate a high quality decision
Options – solution time! Ask questions to help the person find solutions, which will suit them, deal with their challenges and help them achieve the desired goal.
• Generate all possibilities
• Offer suggestions – carefully
• Ensure choices are made - weigh up and test options for feasibility
Will or Wrap Up – agree action. End the coaching with a clear action plan.
• Make action steps specific and time phased
• Identify possible obstacles and strategies to tackle them
• Agree support
• Confirm commitment to take action
As appropriate offer a follow-up session to encourage and support action.