Reflective Log: Component 1

This essay reflects on coaching sessions using the GROW model and explores the role of a coach in helping individuals achieve their goals.

PSM528
Coaching Psychology
180038338
Reflective Log: Component 1
Introduction:
The role of a coach is to help individuals in understanding their potential and developing it
further on their own (Whitmore, 2009: 11). In this essay, I will be reflecting on ivetwo
sessions that I had with my two clients. I would also bring in some aspect's that different
researchers have used to define coaching and how it evolved. I used the GROW model for
my coaching sessions. The essay will focus on elements of GROW, to have a better
understanding of how it worked in my coaching sessions.
Understanding the role of a Coach:
The coach cannot provide technical support to the Coaches, as he is not an expert in their
field (McAdam, 2005). Coaching is also now is a part of the new emerging culture where
employees are involved in their learning processes (Bell & Kozlowski, 2008). Coaching is
more formal then mentoring, and it's a short-term contract between two individuals.
(Passmore, 2010). The crucial role of a coach is to build a rapport and help individuals in
moving towards their goals and helping them to achieve their potentials, irrespective of all
the issues around them (Whitmore, 2009:19). In other words, Coach acts as a guide to
individuals to find solutions to their issues, just by probing and asking the right questions.
Grow Model:
Having a framework for coaching helps in having a structure for the whole process. The
GROW model is the framework that helps in making coaching sessions successful. The
GROW model was founded 30 years ago by Whitmore and his fellow researchers. But since
Whitmore (2009), published the book, GROW became the most popular tool in the coaching
field. Many new models have been found since but, GROW is always as the foundation for
these new models.
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PSM528
Coaching Psychology
180038338
GROW is an acronym representing the different phases of the coaching process: Goal,
Reality, Options and Will (Whitmore, 1992). The four stages are illustrated in the diagram
below. As per Whitmore (2009), the primary purpose of coaching was to increase a sense of
purpose in coaches so that they reached goals by seeing a new way forward. The framework
of the Grow model helps in constructively achieving this route.
FIGURE 1: GROW COACHING MODEL, 1992
The GROW model and the actual Coaching sessions:
My first coaching session was with a young girl called Reena. I was a bit apprehensive since
it was the first coaching session that I was taking as a coach. I had decided that the first
session would be a shorter one as ice-breaker so we could both see if we felt comfortable
with each other. But once we met and started talking, I noticed, we got along just fine. Later
Reena told me she was as relieved to be working with me and happy to have found a matured
coach.
Once we were done with the necessary introductions and had the contracts signed, I started
by explaining the GROW model to her. She is familiar with the model. So, we just started the
session.
The first question I asked her was what she wanted to achieve out of the coaching session;
what were her goals. She explained her time management problems, her current reality. I
probed her a bit on why she thought she was not achieving her time keeping goals. After a bit
of prompting, she told the real reason, her social media distractions. The last part I asked
what she could do to avoid social media and what was the way forward for her. She came up
with her own three goals. And then I summarized everything she said and agreed to follow up
with a mail. I did send her mail, she responded, and when we met next time, I was impressed
that she had achieved two goals from the three. The first session went for an hour.
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PSM528
Coaching Psychology
180038338
My second coachee was a young boy, by the name of Aarav. This session started very
formally. He seemed nervous, and he told me it was the first time he was taking a coaching
session. After the usual formalities and introductions. I started explaining the GROW model
to him, as he had never heard of it. I explained to him that I was there to help him, but all the
solutions had to come from him. I told the four principles of GROW as Whitmore (2009) had
explained:
1. Goal: What would you like to achieve from this session?
2. Reality: Any current goals he needed to work on?
3.Options: What could he do to accomplish these goals?
4. Will: What would be the impact of this coaching session on him and his intentions?
Aarav was very open about what he wanted to achieve from the session. He explained he
tried to exercise more but never managed. When I asked him why he thought that was the
case? He tried to get some answers from me. I reminded him that as I said at the beginning of
the session, I was there only to help him find answers. He knew what was best for him and all
the solutions were with him. The session went on for more than an hour. After he finally
came up with his own goals, I summarised it again. Later sent him a mail, on what he agreed
as his goals. A week later he too responded he had achieved most of them.
Personal reflection and Conclusion:
I felt that using the GROW model works. I worked with young adults, who were keen to
achieve their goals. Though in the case of Aarav, it seemed a lot more time of quiet silences,
which were o.k. Another key difference I noticed was that Reena, maybe because she knew
the GROW model went straight from Goal, Reality, Options, and will. Whereas Aarav was
all over the place. Which was o.k., since finally, we got to our point. It was a good learning
experience for me. I enjoyed the experience, but what I would like to try to understand how
GROW model coaching sessions work with adults. Once I have worked with an adult as a
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PSM528
Coaching Psychology
180038338
coach on this model, I would better be able to evaluate if the model works for all. In my case,
it worked with both my clients very well, so there is nothing much I can add there.
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