GROW Model of Coaching Research Paper Example | Topics and Well Written Essays - 1500 words

GROW Model of Coaching - Research Paper Example Coaching in the business world refers to providing necessary support to the subordinates in order to uplift their capabilities, attitudes, skills and behaviors in a manner that will produce high and/or desired outcomes. Coaching is performed in many categories such as life, health, sports, relationships, conflicts, business or performance etc. Various approaches have been proposed in each of these categories. In this topic, business or performance coaching will be studied based on the GROW model, and an analysis will be done to understand how GROW model can help the managers and their subordinates, as well as its impact on the organization. Conclusions will be drawn based on findings from the study conducted. What is GROW? The GROW model school of coaching was first developed by Sir John Whitmore, an athlete by profession (Wilson, 2011). GROW is a short form of goal, reality, opportunity and the will to do. The GROW model provides very specific approach to coaching, unlike other mode ls, which will help the coaches in any field as it provides a step-by-step approach to the process of coaching. The GROW model provides a wide range of options in every step for the coach to study, analyze and arrive at a solution. Goal: The goals stage usually precedes all as it involves discussion of the person’s objectives and aims in the short and long-term. The topic for discussion or the coaching session needs to be clarified before beginning any coaching-related activity. The coachee’s long-term aims need to be broken into short-term objectives that are realistic and achievable. This process will help in gaining the individual’s attention and commitment to the coaching process. Umicker asserts that coaching is the first activity that an employee experiences once he joins the organization, which is conducted in the form of orientation and training (McConnell, 2010). The expectations that are set during this period will help aligning the employees to the or ganizational goals, which is critical to the employees’ performance. Reality: The next step to coaching is to identify the real situation, or the reality. This would involve analyzing the current position or situation, and the obstacles that are hindering the coachee’s progress. The best way to undertake this process is to encourage self-assessment from the candidate and to avoid any sort of assumptions from either side. A very effective method for the supervisors or leaders to check reality is to be connected to their employees. An effective method that would assist this process is ‘management by wandering around,’ as explained by Peters and Austin (McConnell, 2010). Secondly, the coach needs to assess the significance and seriousness of the issue and the goal to the coachee; the coachee’s feelings associated with his/her current situation and the goal to be achieved; any other issues that the coachee might have. Opportunity: Once the reality is id entified, the range of options available at hand need to be explored along with the coachee. This process will be most effective when the coachee is encouraged to provide suggestions and ideas along with the coach offering suggestions after a careful examination. A range of options will help in better choices to be made. However, it is also important to note that the choice of option must not be completely vested with the coachee, considering his/her knowledge and