Coaching is now established in organisational life as a way of helping people learn. It can be defined as:

"a collaborative, solution-focused, results-orientated and systematic process in which the coach facilitates the enhancement of work performance, life experience, self-directed learning and personal growth of the coachee." (Grant)

The coaching intervention can be used either on its own, or in conjunction with other developmental processes. There are many models or systematic approaches to coaching, one of the better-known being the GROW model.

  • Goal – what the person themselves wants to achieve.
  • Reality – a good understanding of where they are now.
  • Options – the generation of ideas for potential course of action.
  • Way forward – the selection of an option around which actions can be formulated.

When augmented with a clear topic or issue to be addressed, incorporating SMARTER objectives and concluded with a robust "naildown" phase, which assesses the coachee’s true intention, enthusiasm and commitment to take the agreed action, coaching can be a powerful lever for learning and change.

Please contact us to discuss how coaching could be used most effectively in your organisation.

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