Coaching Models for Employee Performance Improvement

This article discusses coaching models for improving employee performance and how they can be applied in the workplace. It explores the use of the ENABLE and GROW models in coaching sessions. The article also highlights the benefits of face-to-face coaching and provides a reflective report on a coaching session. Overall, it emphasizes the importance of addressing performance issues and finding effective solutions.

Employee Performance

Contents
Introduction......................................................................................................................................2
Coaching Models.............................................................................................................................2
Face to Face Coaching.....................................................................................................................3
Reflective Report.............................................................................................................................3
Conclusion.......................................................................................................................................3
References........................................................................................................................................3

Introduction
Coaching is a dynamic process and observing to models can be beneficial both for the coach and
the coachee. As suggested, I chose one of my ex-colleagues to coach on a topic that she has been
complaining me of. In her organization, which is my previous organization, the primary job was
to write article or blog on the vast topic of entrepreneurship (Koehler & Sturm 2018)
She was facing problems in gathering information and the articles she prepared were that of a
basic level which the seniors disapproved of. This has led a sense of frustration developed in her.
Initially when she had started to write her articles were that of seminal quality but later the
articles started to lack depth and the points became repetitive though grammar was usually at
place.
This problem she had been reporting to me and I could not understand the reason for it as she
had been a brilliant writer. In order to understand her problems fully I asked her to write a small
mail for me so that I could understand the problems point by point, also it helped me in
evaluating her writing skill.
Coaching Models
In her mail she specified her problems and based on that I started to look for the solutions. To
find out problems and solutions I tried to look for some models which are going to help me in
look for the solutions. It is important that we take help of such models and theories as they are
researched models based on literatures and practical experiences and experiments and most
importantly they are approved and widely accepted because of the success they have given
(Jones 2016).
Here ENABLE model was brought to use. Classic model of GROW is a good away for managers
to engage in coaching (de Haan 2016).
GROW stands for Goal, Reality, Obstacles, Options and Way Forward. The goal here was to
make Stacy realize that potential was within her to be a capable writer. Reality was that she is
stuck at present with something called writers block. Obstacles were that she had been losing
confidence and frustration was taking a better grip of her. Way forward could only be analyzed
when I had seen here whole write-ups and tried to understand the differences and what exactly
got into her way and how was her personal life holding as sometimes that plays an important role
in determining the professional life we are leading (Röttger 2017).
As a professional, I am sure she cannot be mixing up her professional and personal life and let
her personal life get in way of her professional life (Gyllensten & Palmer 2005).

Face to Face Coaching
The coaching took place in a café. I believed nothing beats a discussion over cups of coffee. I
had asked her to mail me several of her past week write ups and what I could see was that her
topics were not different one another and they largely dealt with the same topic. I could see that
the topic had content that were on the same subject and every day she had to come up with new
ways of writing the same thing. I researched some of the theories of writing and it clearly states
that saturation came with several reasons and one of the reasons was the monotony.
Instantly, I asked her to write a small write on a topic that was completely different from what
she had been writing and the result was phenomenal. She has written a fine piece on Black Hole.
It was nice to see who she plays with words and incorporates new ideas and her sentence
formation is par excellence.
Reflective Report
Reflecting on your meeting with the employee, briefly summarize the coaching session in a
paper.
The coaching session for about two hours and it was a beneficial one.
Evaluate your performance during the session.
I believe I followed both ENABLE and GROW. It helped me in targeting her and understanding
the reason of it. I made her a suggestion of requesting her office to change the topic of write for
some time. If possible shift here from management blog posts to scientific blog posts or
Were you pleased with the outcome?
Yes, I was quite pleased with the outcome and it helped me in appreciating my coaching skill.
Yet I believe, one should not stop researching and preparing to coach better.
Do you feel the information you provided in the coaching session was effective?
Yes, the information and the research and suggestion provided by me as a manager were
valuable and I am happy that I was able to help my ex-colleague and friend, Stacy.
What benefits do you believe were derived from the coaching session for the employee and
the organization?
 She got clarity
 She understood her problem area
 She realized the solution to go for
 She came out of lowering morale
What would you do differently?

No, I think she liked my suggestion and coaching and was satisfied.
Conclusion
The session was quite fruitful both for Stacy and me and we had a good time trying to locate the
issues. I am glad chose face to face coaching instead of an electronic one as through this medium
the problems are easy to address. It was seen that the main problem was the repetitive topic that
she was receiving. Writing web content on the same topic every day is definitely going to bring
down a writers creativity as the topic reaches a saturation level and the writer is not able to
manufacture creative ways of coming up with ideas and approaches (Bishop 2015).

References
Bishop, J. (2015). An investigation into the extent and limitations of the GROW model for
coaching and mentoring online: Towards' prosthetic learning'. In Proceedings of the
International Conference on e-Learning, e-Business, Enterprise Information Systems,
and e-Government (EEE) (p. 125). The Steering Committee of The World Congress in
Computer Science, Computer Engineering and Applied Computing (WorldComp).
de Haan, E., Grant, A. M., Burger, Y., & Eriksson, P. O. (2016). A large-scale study of executive
and workplace coaching: The relative contributions of relationship, personality match,
and self-efficacy. Consulting Psychology Journal: Practice and Research, 68(3), 189.
Gyllensten, K., & Palmer, S. (2005). Can coaching reduce workplace stress? A quasi-
experimental study. International Journal of Evidence Based Coaching and
Mentoring, 3(2), 75-85.
Jones, R. J., Woods, S. A., & Guillaume, Y. R. (2016). The effectiveness of workplace coaching:
A meta‐analysis of learning and performance outcomes from coaching. Journal of
Occupational and Organizational Psychology, 89(2), 249-277.
Koehler, J. L., & Sturm, E. (2018). The surgical workplace learning environment: integrating
coaching and mentoring. In Surgeons as Educators (pp. 235-247). Springer, Cham.
Röttger, S., Maier, J., Krex-Brinkmann, L., Kowalski, J., Danker-Hopfe, H., Sauter, C., & Stein,
M. (2017). The benefits of sleep coaching in workplace health promotion. Journal of
Public Health, 25(6), 685-691.