Analysing various Aspects of the GROW Model

THE GROW MODEL 1
Analysing various Aspects of the GROW Model
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THE GROW MODEL 2
THE GROW MODEL
Introduction
The concept of coaching is an idea that originated from sports. Though according to history, the
evolution and development of coaching have been influenced by quite some fields of study with
the major ones including personal development, psychology and even adult education. A
coaching model can be best described as a framework (Jones, Woods and Guillaume 2016). In
most occasions, it doesn't indicate various ways on how to coach, but instead, it has the
capability of clearly coming on board and presenting itself as one of the essential underlying
structure that can be used during various coaching lessons (Mihiotis and Argirou 2016). oOne of
the most critical roles that a leader can always implement within a given organisation is to come
up with appropriate coaching techniques to enable all the employees attached to the organisation
to do better. This will, therefore, allow them to make appropriate decisions, be able to adequately
solve some of the problems that tend to hold them back and even go as far as learning new skills
within the organisation (Lancer, Clutterbuck and Megginson 2016). Quite a number of
individuals are fortunate enough most so when it comes to acquiring formal training specifically
in coaching. However, quite some personalities have to go on board and be able to develop some
of these critical skills appropriately.
Additionally, the GROW model is one of the most simple but powerful parameters that aims
towards structuring various coaching sessions. The model talks about three different settings that
majorly include; Goal, currently reality being experienced, multiple options and finally there is
the will that clearly describes the way forward regarding a given situation (Netolicky 2016).

THE GROW MODEL 3
Individuals and organisations who have been able to come on board to implement this model
have ended up attaining quitter some future goals in real time without encountering any barrier.
Strengths of the GROW model
This model consists of quite some advantages that are capable of scaling up the condition
of an organisation by ensuring that various goals are achieved within the desired time. This
model helps different coaches to identify what they want both at the current situation and in the
coming future. At some point, these strengths are generally termed as the pillars of development
that aims towards taking quite some operations to the next level and even go as far as bringing
change to the surrounding society (Grant 2016). Moreover, it plays one of the essential roles
when it comes to group coaching or even implementation of various meetings attached to a
particular business. This further ensures that the coach who is available at the outset can be able
to implement a reasonable common goal and be able to carry out various operations from that
point. This model offers adequate guidance to the coach thus clearly explaining what should be
done together with what should be avoided to minimise the occurrence of any future mistake,
most so those with the potential of preventing various operations from taking place
smoothly(Berg and Karlsen 2016). Finally, this model is very flexible and can be easily
understood by everyone. As far as research is concerned, it is clear beyond any reasonable doubt
that effective coaching and counselling is known to have a high probability of building one of the
essential strong working relationships and even goes further to encourage issues associated with
retention thus helping the employees to scale up in their careers.
Weaknesses of the GROW model