Reflective Log: Component 1

This document is a reflective log on the role of a coach and the use of the GROW model in coaching sessions. It discusses the importance of coaching, the GROW model, and provides examples of coaching sessions using the model. The author reflects on their experience as a coach and concludes that the GROW model is effective 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 skills and
growing them on their own (Whitmore, 2009: 11). In this essay, I will be reflecting on the
two 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 Coachees since 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 on their merit
(Whitmore, 2009:19). The coach facilitates coachees in acting as their advisors (Bresser &
Wilson, 2010). Hawkins and Smith (2006), said to be a competent coach one must be an
attentive listener, to be able to relate to what the coachee is saying and to be an emphatic
listener. It helps in building the rapport and trust between the coach and coachee.
Being a good coach means continuous learning and some the skills are gained with time and
experience as well. Many models and frameworks can help in making a coaching session a
success.
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Grow Model:
The GROW model is considered as a 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 his book, GROW became the most
popular tool in the coaching field. Many new models have emerged since but, GROW is
always considered the foundational base for these models.
GROW is an acronym representing the different phases of the coaching process: Goal,
Reality, Options and Will (Whitmore, 1992). As per Whitmore (2009), the primary purpose
of coaching was to increase a sense of purpose in coachees so that they reached goals by
seeing a new way forward. The framework of the Grow model helps in constructively
achieving this route. Whitmore (2009), explained that coaching has two key elements to it,
one is to make the individuals aware of their responsibilities. By doing this coachee should be
helped to look at their situations differently, so they move towards attaining their goals.
Through the GROW model, the awareness stage is reached through the Goal and Reality
Phase. By looking at the facts and information, the individual can be made self-aware of
what’s important to them (Whitmore, 2009: 34). Once the coachee is aware of what's
important to them then through the Options and Will stage, the coach encourages them to
take ownership to achieve their goals. Whitmore (2009: 37) suggested that when an
individual takes responsibility for his thoughts and actions, they get genuinely committed to
raise their standards and attain their aspirations even if it means changing old behaviors and
patterns and looking for new solutions.
FIGURE 1: GROW COACHING MODEL, 1992
Coaching sessions using the GROW Model:
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
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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 was 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. She explained her time management was her problem and she wanted to learn to
manage time effectively so she could complete all her tasks. 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 so she could better manage her time. She
came up with her own three goals, after some deliberation. 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.
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 with
3.Options: What could he do differently to accomplish these goals?
4. Will: What would he want to take back from the coaching session and implement?
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
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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 worked with both my coachees. 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. There is a lot more
I need to learn. My time keeping with Aarav was not good. I allowed him to go round and
round for quite some time. This is a future learning point for me.
I want to try to understand how the GROW model coaching sessions work with adults. Once
I have worked with an adult as a coach on this model, I would better be able to evaluate if the
model works for everyone. Maybe not, each and their needs are different. Would be an
exciting experience to have and learn. But overall I liked the GROW model and as new coach
found it easy to manage and run the sessions smoothly.
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