Sometimes we are asked to coach others who are new to the job just because we are older and wiser. It doesn’t necessarily mean we have the necessary skills to coach them.
The GROW model gives us a ground plan for a coaching session.
GOAL – What do you aim to achieve in the coaching session? The goals should be agreed with the person you are going to coach.
REALITY – What skills did the coachee having before the coaching session? How willing are they to learn?
OPTIONS – What would be the best coaching style in this session? What different ways could be tried to tackle the task, problem or project?
WRAP UP – Work out an action plan and check what level of support is needed. Set up a date and time to check progress.
For more information on our Coaching Skills training in Sydney, Australia, visit http://www.jmdtraining.com.au/personal-development-training/coaching-skills-training
or for Coaching Skills training in London, UK, visit http://www.jmdtraining.co.uk/personal-development-training/coaching-skills-training
The GROW model is also considered in our Introduction to Management and Mentoring skills courses.
In Sydney, Australia, see http://www.jmdtraining.com.au/personal-development-training/introduction-to-management-training for Introduction to Management training and http://www.jmdtraining.com.au/personal-development-training/mentoring-in-the-workplace-training for Mentoring in the Workplace training courses.
In London, UK, see http://www.jmdtraining.co.uk/personal-development-training/introduction-to-management-training for Introduction to Management training and http://www.jmdtraining.co.uk/personal-development-training/mentoring-in-the-workplace-training for Mentoring in the Workplace training courses.