The first is to make a list of all options, and the second is to evaluate and rank each of the options in turn. The coache's role here is to stimulate self-evaluation with his client, and to identify the obstacles that have been holding the client back. Why Coach Coaching helps people develop and become better at what they do. The final step is to get your team member to commit to specific actions in order to move forward towards his goal. I also like the questions assigned to each of the G. They are not there to instruct the individuals and tell them what they think is best for them, but to listen, ask open-ended questions and provide unbiased advice to truly benefit the employee. Step 1 is Goal, Step 2 is Reality, Step 3 is Options, and Step 4 is Way Forward.
Identify Specific Actions Identify the specific action or actions you will take that will begin moving you towards your goal. One of the things that makes coaching different from many other therapies is our focus on action and change. Consider the following questions: What if I had unlimited money? Essentially, this stage is about committing to what will happen and when. Ask yourself: Can anything stop me from taking this 1st step? What I like about this question is that it allows the coach an opportunity to share some suggestions and then check in to see if any of the suggestions seems interesting enough to explore further. It had always bothered me though during my training that the 'Masters' specifically mentioned to stick to the sections and try not to drift.
Then the coachee's motivation to follow this plan is maximised. Model is very easy to use to coach others; 2 The G. How could these obstacles limit my actions? Here you are required to draw up a plan of action and develop a realistic time-frame that will enable you to achieve your goal with purpose. Whilst coaching is about taking the client forward not every session may result in specific action to be taken. Frame your coaching in the context of awareness and responsibility and it will improve drastically. Vividly Imagine Your Goal Delve deeper into your imagination and imagine what you are seeing, saying to yourself, doing, and what others are doing as you are achieving this goal.
It can also be useful sometimes for the coach to collect colleague feedback and examples of previous performance in advance of the meeting if you think it could be useful. They had then defined their Obstacles and Options. The more you practice, the better you will become. Remember: the coachee takes the decision, even if that decision is to take no action at all. Tip 1: A great way to practice using the model is to address your own challenges and issues. She also decides to start studying management and leadership in her own time. Step 2: You will analyze your reality.
That's great — but in itself, this may not be enough. The concept may well have been influenced by the work of Tim Galwey Inner Game in the previous decade. It's about people adopting new mindsets, policies, practices, and behaviors to deliver organizational results. The following table presents one view of the stages but there are others. For me the only thing that is missing is a review of actions set at the last session. The coachee always maintains choice and ownership. It's your ultimate coaching tool! The water would gradually drip through the whole week till it was filled again for the next week.
The model was originally developed in the 1980s by business coaches Graham Alexander, Alan Fine, and Sir John Whitmore. This example deals with weight loss. Here you must think creatively about the possible challenges, problems, and setbacks that you may face as you move towards your goal. In David, Susan A; Clutterbuck, David; Megginson, David. What is the effect or result of this? Gallwey was a tennis coach who noticed that he could often see what players were doing incorrectly but that simply telling them what they should be doing did not bring about lasting change. Thank again for letting us know.
Identify Priorities Your new time-frames may now challenge your current reality and the priorities you have established in your life. A good way to perform this step is to have the team member playback their plan to you along with the milestones along the way. If needed, you can also offer some suggestions. Finally, you establish the will. O - Options: If the client could solve their problems alone they would have done. Identify Obstacles Now that you are clear about what you will do to achieve your goal, you must now consider potential obstacles that may arise as you take these actions.
In this example, your team member's goal to achieve a promotion within the next year. What is the benefit of taking this 1st step? Throughout the 1980s, the team started analyzing tennis coaching sessions and developing a structured methodology along with a set of techniques suitable for corporate coaching. By all means, offer your own suggestions in this step. Would they like to be stretched more, or do they need to simplify their actions to maximise the chances of success? The Reality would be defined by asking the player to serve 10 balls and seeing how many first serves went in. As a leader, one of your most important roles is to coach your people to do their best. Throughout my years-long coaching model vetting process, two questions I asked were: 1 Will this model be easy enough for me to use when coaching clients? Excellence in coaching: the industry guide 2nd ed.
Finally, if you are also the team members boss as well as a coach, you have to balance choosing goals to develop the team members skills, but which also contribute to near-term business performance. PowerSkills: building top-level relationships for bottom-line results. Random questioning will not work. Rahul is a hardworking team-member who reports to you and he has been wanting to develop his communication skills. Also, it's your job to guide team members to make decisions that are best for your organization.