Coaching Methods - An Introduction
The GROW Model
The GROW Model is deservedly one of the best known and widely used coaching models. It provides a simple yet powerful framework for navigating a route through a coaching session, as well as providing a means of finding your way when lost.
It is described in a number of coaching books, including John Whitmore's excellent book "Performance Coaching". GROW is an acronym for Goal, current Reality, Options and Will - which are seen as the four key elements of a coaching session.
The GROW Model is described here as it applies to an individual session but part of its strength is that it can equally well be applied to a part of a session, or to series of sessions. In each case, the principle is the same.
Firstly, a session must have a Goal or outcome to be achieved. The goal should be as specific as possible and it must be possible to measure whether it has been achieved. So, having identified the goal, questions like "How will you know that you have achieved that goal?" are useful here.
As well as knowing where you are trying to get to, you need to know where you are starting from - the Current Reality. It is surprising how often this is the key part of a coaching session and that by just seeing clearly the situation (rather than what was thought or imagined to be the situation), the resolution becomes obvious and straightforward.
Once you know where you are and where you want to go, the next step is to explore what Options you have for getting there. A useful metaphor for GROW is a map: once you know where you are going (the goal) and where you are (current reality), you can explore possible ways of making the journey (options) and choose the best.
But this in itself is not enough - you must also have the motivation or Will to make the journey. The "W" is often taken to stand for a number of other elements of a session, all of which are important. Myles Downey in his book "Effective Coaching" suggests it stands for "Wrap-up"; others have it standing for What, Where, Why, When and How. But whatever is emphasised, the desired outcome from this stage is a commitment to action.
The GROW process has been presented sequentially here. In practice, it is a much less linear process which may start anywhere and revisit each of the stages several times.
Source, and more info:www.mentoringforchange.co.uk/classic/index.shtml#grow
Cognitive-Behavioural Therapy (CBT): Key Concepts
The cognitive component in the cognitive-behavioural psychotherapies refers to how people think about and create meaning about situations, symptoms and events in their lives and develop beliefs about themselves, others and the world. Cognitive therapy uses techniques to help people become more aware of how they reason, and the kinds of automatic thought that spring to mind and give meaning to things.
Cognitive interventions use a style of questioning to probe for peoples' meanings and use this to stimulate alternative viewpoints or ideas. This is called "guided discovery", and involves exploring and reflecting on the style of reasoning and thinking, and possibilities to think differently and more helpfully. On the basis of these alternatives people carry out behavioural experiments to test out the accuracy of these alternatives, and thus adopt new ways of perceiving and acting. Overall the intention is to move away from more extreme and unhelpful ways of seeing things to more helpful and balanced conclusions.
The behavioural component in the cognitive-behavioural psychotherapies refers to the way in which people respond when distressed. Responses such as avoidance, reduced activity and unhelpful behaviours can act to keep the problems going or worsen how the person feels. CBT practitioners aim to help the person feel safe enough to gradually test out their assumptions and fears and change their behaviours. For example this might include helping people to gradually face feared or avoided situations as a means to reducing anxiety and learning new behavioural skills to tackle problems.
Source, and more info:www.babcp.org.uk/babcp/what_is_CBT.htm
nlp (neuro-linguistic programming)
This introduction to NLP is provided by Robert Smith MBA, a leading international practitioner in neuro-linguistic programming and NLP Master Trainer. Neuro-Linguistic Programming (NLP) was created in the early 1970s by Richard Bandler, a computer scientist and Gestalt therapist, and Dr John Grinder, a linguist and therapist. Bandler and Grinder invented a process known as 'modelling' that enabled them to study three of the world's greatest therapists: Dr Milton Erickson, father of modern hypnotherapy; Fritz Perls, creator of Gestalt therapy; and Virginia Satir, the mother of modern-day family therapy. They wanted to know what made these therapists effective and to train others in their methods. What is offered today as NLP is the product of this modelling process.
How does nlp optimise individual and organizational performance? Neuro-Linguistic Programming is an extremely powerful concept. It is said by many to contain all the positive and most useful aspects of modern psychology. NLP has many beneficial uses in the business environment. The experience of undergoing NLP training is a life-changing one for many people, and its techniques offer substantial advantage to most roles in organizations. NLP techniques help particularly by making it possible for people to:
• Set clear goals and define realistic strategies• Coach new and existing staff to help them gain greater satisfaction from their contribution
• Understand and reduce stress and conflict
• Improve new customer relationship-building and sales performance
• Enhance the skills of customer care staff and reduce customer loss
• Improve people's effectiveness, productivity and thereby profitability
Source, and more info:
www.businessballs.com/nlpneuro-linguisticprogramming.htm