Food for thought…

“We are afraid to care too much, for fear that the other person does not care at all.”

Eleanor Roosevelt

Stylised hand and seedling

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Structuring coaching sessions with GROW – Part 1: Introduction to the GROW Model & Goal Setting

Last time we looked at the reasons to contract in coaching – one of the five basic skills it’s necessary for any coach to master. This time I’m turning to another skill on that wishlist. The GROW Model – that easy-to-remember, simple, and perennially popular mechanism for structuring coaching sessions.

GROWDon’t get me wrong. I’m not suggesting that there are no other ways of structuring sessions. There are. Many. Some are simple whilst others are much more complicated. However, I’m highlighting the GROW Model here because of its almost universal acceptance and serviceability. It’s stood the test of time, been pulled around and discussed widely, and become a coaching staple used because of its effectiveness by a whole variety of coaches, including the most experienced.

Why is it important to have some kind of recognisable approach to structuring coaching sessions?

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Why contract in coaching?

In a previous post I discussed the five basic skills any coach needs to master if he or she wants to be effective. I said then I’d be discussing each of these in further posts, so here I’ll be looking into the first skill on that list by checking out the rationale for and characteristics of effective contracting.

man signing contractEffective contracting is crucial to the success of coaching relationships. Why? Well, the origins of any problems that occur as the relationships develop can usually be traced back to the contracting stage.

The term ‘contracting’ can refer to two things:

  1. the ongoing process whereby the coach helps the coachee define, refine and redefine clear outcomes for the coaching sessions;
  2. the negotiations and resulting document setting out the parameters of the relationship between coach, coachee and any other stakeholders with an interest in the coaching intervention.

I’ll be taking a look at both of these under the following headings:

  • Contracting in the coaching process
  • Contracting the coaching relationship

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6 good reasons to use coaching

I’ve said a lot elsewhere on this blog about coaching. But the first question really ought to be: “Why use it?”

Head and arrowsAs coaches, we need to have thought this through. Our own enthusiasm for our profession isn’t really enough. If we haven’t thought it through, and we haven’t identified key benefits to individual and organisational performance associated with coaching interventions, we’re very unlikely to be able to convince anyone else to invest time, effort and money into what even now might easily be dismissed as ‘just another fad’.

So let’s take a look. As a coach active within a large organisation, this time I’ll be discussing  6  reasons why putting time, effort and money into coaching and establishing a coaching culture would be more than a good idea.

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Book Thoughts – The Geography of Thought by Richard E Nisbett

Richard E. Nisbett’s The Geography of Thought. How Asians and Westerners Think Differently… and Why  isn’t a book about coaching. So why discuss it on a coaching-orientated blog?

The Geography of Thought book coverThe clue is in the subtitle – How Asians and Westerners Think Differently… and Why. As a coach, I’m profoundly interested in how people think. I spend my time in coaching sessions listening, absorbing non-verbal communication, reflecting back my understandings, identifying limiting self-beliefs, challenging… To be effective, all this needs to be based on understanding the coachee’s ‘world’ from the coachee’s point of view. If there’s firm evidence that people from different cultures and areas of the world really do think and see things differently, then I want to know about it…

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Effective listening and ‘The 3 P’s of Coaching Agility’

I recently took part in a webinar called High Velocity Listening: Coaching Agility for the C-Suite.* Why? Well, anything that might deepen my insight into the art of listening grabs me, so you won’t be surprised I waited all agog to hear what  Andreas Bernhardt and Jeff Hull  had to say for themselves. I came away with lots to think about. And I’d like to share some of those thoughts with you…

A blog post can’t do full justice to everything that was covered, but here’s an introduction to Andreas and Jeff’s concept of  ‘The 3 P’s of Coaching Agility’, which are:

  • listening presence
  • listening perspectives
  • listening personas

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