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Coaching

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Nhi Nguyễn
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29 views4 pages

Coaching

Uploaded by

Nhi Nguyễn
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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1.

Basic Skills of Coaching


Coaching skills come in many forms and encompass a broad range of knowledge and abilities. For
instance, good coaches are capable of recognizing potential within an individual or team and allowing
these strengths to grow into something greater. They also know how to identify areas for
improvement - and come up with a learning and development plan that best suits each person's
unique learning style.
● Active Listening
Active listening involves fully concentrating, understanding, responding, and remembering what the
coachee is saying.
- Example: A coach listens attentively to a coachee describing their challenge without interrupting,
paraphrasing key points to ensure understanding.
● Powerful Questioning
Ask open-ended, thought-provoking questions that encourage deeper reflection and self-discovery.
- Example: Instead of asking, "Did you complete the project?" a coach asks, "What did you learn from
your experience while working on this project?"
● Empathy
The ability to understand and share the feelings of the coachee creates a supportive and trusting
environment.
- Example: When a coachee expresses frustration, the coach acknowledges their feelings by saying,
"It sounds like you're feeling overwhelmed. Let's explore what’s causing this."
● Constructive Feedback
Providing clear, actionable, and non-judgmental feedback that helps the coachee grow.
- Example: A coach might say, "Your presentation was well-researched, but it could be more
engaging if you involved the audience with questions."
● Goal Setting
Assisting the coachee in identifying specific, measurable, achievable, relevant, and time-bound
(SMART) goals.
- Example: The coach helps a coachee set the goal of "improving team communication by conducting
weekly check-in meetings within the next month."
2. Coaching Models
Coaching models provide structured approaches to guide development and performance.
Popular models include:
GROW Model: Focuses on four steps: Goal, Reality, Options, and Will, helping coachees identify
their objectives and action plans.
OSCAR Model: Builds on Outcomes, Situation, Choices, Actions, and Review to provide a results-
focused approach.
CLEAR Model: Emphasizes Contracting, Listening, Exploring, Action, and Review, aiming for deeper
understanding and change.
FUEL Model: Focuses on Frame the Conversation, Understand the Current State, Explore the
Desired State, and Lay out a Plan. It provides a structured approach to address challenges and
define actionable steps.
Peer Coaching Model: Involves colleagues coaching one another. This method fosters collaboration,
trust, and mutual growth. Peers provide feedback, share experiences, and support each other in
achieving goals.
Eight-Step Coaching Model: This model outlines eight stages to guide the coaching process. It
begins by establishing rapport => defining the problem => identifying goals => examining the gap =>
explores potential solutions => action plan, and emphasizes ongoing support. It concludes with
reviewing and reflecting on progress to foster learning and improvement. This step-by-step structure
promotes a comprehensive approach to development and growth.
=> Coaching models provide structured frameworks to guide the coaching process. Two widely-used
models are the GROW Model and the Eight-Step Coaching Model.

3. GROW Model
The GROW Model is a simple and effective framework for structuring coaching sessions. It stands for
Goal, Reality, Options, and Will.
● Goals – the coach helps the coachee determine their goals by setting SMART goals (specific,
measurable, achievable, relevant, and timebound).
● Reality – coach asks questions to identify the coachee’s weaknesses and challenges.
● Options – the coach and coachee brainstorm different options and strategies to close the gap
between goals and reality.
● Will – coach helps coachee draw an action plan for achieving their goals, including identifying
specific steps, assigning responsibilities, and setting deadlines.
4. Eight-Step Coaching Model
The Eight-Step Coaching Model offers a comprehensive framework for effective coaching, guiding
both the coach and coachee through a structured process. This model enhances communication,
goal setting, and accountability, ultimately leading to significant personal and professional growth.
1. Create Rapport: Establishing a trusting relationship is crucial for effective coaching. This
step involves building rapport and fostering open communication. A strong rapport
encourages honesty and vulnerability, allowing the coachee to share their true thoughts
and feelings.
2. Define the Problem: Identifying the issue the coachee wishes to address is vital for
successful coaching. It will improve the way to understand the problem and set the
stage for focused discussions and targeted solutions.
3. Identify Goals: This step involves defining what the coachee aims to achieve through
the coaching process. It help set clear, measurable goals and provides direction and
motivation for both the coach and coachee.
4. Examine the Gap: Discuss the disparity between the coachee's current situation and
their desired goal. => Identifying the gap highlights areas for improvement and helps the
coachee recognize obstacles.
5. Explore Options: Brainstorming potential solutions or actions to bridge the gap is critical
for problem-solving. This collaborative process encourages creative thinking and
empowers the coachee to take ownership of their journey.
6. Agree on the Action Plan: Develop a clear and actionable plan that outlines specific
steps the coachee will take to achieve their goals. A well-defined action plan ensures
accountability and provides a roadmap for the coachee.
7. Support and Encourage: Providing ongoing motivation and check-ins is essential to
keep the coachee engaged and accountable. Regular support builds confidence and
reinforces commitment to the action plan.
8. Review and Reflect: Evaluate the outcomes of the coaching process and reflect on
lessons learned to enhance future coaching sessions. Reflection helps solidify learning
and encourages continuous improvement.

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