1. Coaching Session Using the GROW Model Essay
Coaching Session Using the GROW Model EssayThis study looks to conduct a coaching
session with one individual. In order to do this effectively, a range of coaching techniques
will be drawn upon using empirical research. As this study cannot cover all areas of
coaching research, we will only focus on areas that will directly influence the
implementation of the coaching session and therefore topics have been carefully chosen to
suit the GROW model and the coaching relationship. Once a good base of literature is
collected, the paper will then apply these guidelines to develop an evidence-based
framework to implement. In order to assess the success of this framework, a self-reflection
log and client feedback will be documented to evaluate the impact of the session on a more
personal level. A discussion will also be formed to critical assess the data collected. This will
help to understand any implications and improvements for future practice. Coaching
Session Using the GROW Model EssayGROW is arguably the most well-known approach
used in coaching (Palmer & Whybrow, 2007; 2009; Palmer, 2011; Grant, 2011). Although
the GROW model has been around since the early 1990s (Whitmore, 1992), it has only been
empirically measured over the last decade (Alexander & Renshaw, 2005). It is a behavioural
model that focuses on external behaviour and how it is adapted. The coaching relationship
is one that is similar to Socrates and Plato, where the coach uses open-ended questions to
help move the coachee through each of the four steps. By moving through these four steps
the coachee enhances their performance and moves closer towards achieving their self-
chosen goal. These four interrelated steps are: Goals; Reality; Options; and Way Forward.
The definitions of these can be found in table 1. Goal setting is seen as the start of a “GROW
journey” which then moves into reality which helps the coach gain understanding of where
they are currently (Grant, 2011).Coaching Session Using the GROW Model Essay GROW
description table with example questions. Sourced: Grant & Greene, 2004; Whitmore,
1992.Although research suggests that having a basic structure like GROW in place is
effective, many would argue that GROW alone is incomplete. McKenna and Davis (2009)
developed four ‘active ingredients’ that directly affect the success of the coaching outcome.
These include: Coaching Session Using the GROW Model EssayClient factors (40%)The
relationship (30%)Placebo or hope (15%)Theory and technique (15%)These percentages
suggest that the success of coaching largely due to the coachee’s own processes and the
coach’s ability to develop and maintain a robust coaching relationship. It further argues that
applying GROW to the session will only contribute a small part to the coaching outcome.
Therefore, a primary focus on building the relationship as the coach cannot control intrinsic
2. factors of the coachee. Since these findings, more research has been published to argue the
importance of the relationship (De Haan, 2011; 2013) and linking it to outcomes (Ianiro et
al., 2012). Passmore (2007) suggests that a coach needs to invest more into the relationship
when the group of participants is smaller. Passmore (2007) further states that the
relationship is most fragile at the beginning because this is when coachees are unsure
whether they trust or like their coach. A relationship built on trust and respect is not a new
concept to psychology. To build a relationship effectively, Rogers (1957), a humanistic
writer, suggested that a successful therapeutic relationship relies on a series of factors.
Coaching Session Using the GROW Model EssayFirstly, the coach needs to hold a positive
self-image. This implies that coaches with high self-esteem construct stronger relationships.
This may reflect “I’m ok” from the Transactional Analysis model (TA). Secondly, the coach
must believe that the coachee is able to find the answers to their own problems. This may
reflect the “you’re ok” in TA. Passmore (2007) adds that a coachee’s self-esteem rises when
they feel that their coach believes in their ability. Thirdly, the coach must be able to
empathise with the coachee throughout their relationship. Fourthly, the coach needs to act
with integrity in the relationship. Lastly, the coach must work with the sole objective of
meeting the needs of the coachee.Coaching Session Using the GROW Model EssayRodgers
(1957) meta-research findings were written over 70 years ago, but still have an impact on
recent theory and practice (Passmore, 2007). More recently, Passmore (2007) also added
that the coach must be non-judgemental of the coachee for the coaching relationship to be
successful. These findings are potentially a good framework for developing the coaching
relationship, however are not sufficient to maintain it. Passmore (2006) published a study
looking at whether executives value the outcome of coaching. They found that a coaching
relationship is not solely based on trust and respect. The coach must be able to create an
environment that optimises achieving goals. In order to do this effectively, the coach must
be able to firstly monitor their own behaviours and feelings. Secondly, monitor the
behaviours and feelings of the coachee and the coach needs to manage his or her emotions.
Lastly, adapt behaviours appropriately to maintain both professional detachment and
empathetic support. These are all key components of emotional intelligence (EI) which have
been linked to forming and maintaining effective relationships (Stein & Book, 2000).If a
highly effective coach is one that uses transference and countertransference effectively
(able to transfer or redirect feelings from one to another), then a coach needs to be aware of
the dangers of an unbalanced power dynamic forming (Pezet, 2007). Instead, a successful
power dynamic that surrounds the relationship must have the best interests of the coachee
at heart. Otherwise, the coach may be seen as a “superhero or supervillian” neither of which
fit into the “I’m ok, you’re ok” approach mentioned earlier. An approach to reduce the
likelihood of an unbalanced power dynamic forming is to set all expectations at the start of
the relationship. This allows the coachee and the coach to know what to expect from the
relationship.Coaching Session Using the GROW Model EssayThere are also guidelines
available for coaces which are provided by their chosen professional association. There is a
range of coaching associations available. Popular associations include International
Coaching Federation (ICF), Association for Coaching (AC) and the British Psychological
Society Special Group of Coaching Psychology (SGCP). The ICF and AC are popular
3. associations within the industry, but they do not align with the practice of SP. SGCP are one
of the few associations where SP as a primary focus. As a result, this report abides to the
SGCP ethical regulations, as the practice of SP is essential when working as an
Organisational Psychologist. Please see appendix C for a clear understanding of all the SCGP
guidelines considerations needed when designing and implementing a coaching session.In
order to create an effective coaching session, a coach must firstly set expectations with the
coachee to reduce any conflict or power dynamic forming. The coach must further create a
relationship based on trust and respect. This can be achieved by adopting an EI approach to
coaching, as well as being high in self-efficacy and able to put any agenda they have aside.
Lastly, in order to be an effective coach psychologist, one should follow the ethical
guidelines of SGCP.Coaching Session Using the GROW Model EssayMethodologyParticipant-
93The participant involved in this study has been recruited online from a Social Media
advert posted on a social media site. In order to achieve a coaching relationship with no
power dynamic, the participant is an individual that is not close to me. However, as I am not
insured nor am I officially signed to SGCP, the client I have chosen is someone that is in my
network. I have chosen these specifics as this participant is the safest option and still allows
enough distance to prevent any pre-determined dynamic effecting the session.Establishing
the Coaching Relationship- 243In order to set expectations effectively, a welcome pack
(appendix C) and a coaching contract (appendix D) was generated explaining what coaching
is and asked the coachee a few questions about their:Expectations of the coaching
processExpectations of the coachExpectations of the coacheeExperience of therapeutic
relationships (what they found to be a good/poor approach)How they would like to be
treated within the coaching relationship if challenged. Coaching Session Using the GROW
Model EssayA coaching contract is also a part of the welcome pack. The contract further sets
expectations of the coaching relationship, e.g. logistics of the coaching session and set
expectations of coaching and the coachee. Both the contract and the welcome pack state
clearly that an SGCP ethics guideline sheet will be provided if requested. It should be noted
that, the contract will state that all details about the coachee will be kept anonymous.Once
these questions have been answered, a follow-up phone call will be arranged with the client.
This helps to cement expectations by both parties answering any questions. We will then
arrange a time and date for a session that is suitable for both parties.For my own record
keeping, I will also keep a confidential record online of the coachee’s details and create a
spreadsheet log of my coaching (Appendix D)Conducting the Coaching Session- 139The
session will be conducted in a meeting room in City University Library. This location is
neutral to both parties to keep the power dynamic balanced and the session undisturbed.
Both parties will have their phones switched off to ensure no interruptions. I will further
arrange the chairs so that they are sitting next to one another is a less intimidating stance
for both parties (STUDY). The coach and coachee will be provided with a pen and paper for
note taking. As a means of gauging the success of the session, the client will fill in a short
Likert scale questionnaire before and after the session (See appendix E).Coaching Session
Using the GROW Model EssayORDER A PLAGIARISM- FREE PAPER NOW Diagram 1: Seating
positions of coach and coacheeIn the 60-minute session, the coach will follow the GROW
model (see Diagram 2) using the framework set in table 1. The session will commence with
4. a tighter structure at the beginning, but the structure of the session will become less tight as
the session moves in ‘R’ and ‘O’. However, once heading into ‘W’, the session will become
tighter again. Allowing flexibility in ‘R’ and ‘O’ gives the client creative freedom to explore
their situation and their options. Please see Diagram 3 for a clear understanding. Diagram 2:
GROW MODEL PROCESS Diagram 3: Dimensions of Session StructureOnce the session is
complete, the client will be advised to email a week later with any homework and feedback
from the session. This aims to give the client accountability and give leverage their self-
chosen goal. A final questionnaire will be sent to the coachee to see whether their
motivation has fluctuated from the previous.Coaching Session Using the GROW Model
EssayFollow-up from client 480“Coaching was an overall good experience. I particularly
liked being given permission to speak about my passion! I also enjoyed breaking things
down into small manageable goals- smaller than I usually would. I further enjoyed
indentifying where motivations like, or is enjoyable about work. The questions were
sometime difficult but they were thought-provoking and forced me to consider things from
a different perspective. However, a little more input would have been helpful. I realise the
point is for you to get me thinking, but possibly some suggestions of your own, or things
that other people have tried might help when I'm stuck on finding an answer for something.
I am happy with the general dynamic. I think the style of a semi-structured conversation
works well, it let us explore things as they came up but also felt like there was a clear
process. As a person I think you're very approachable and friendly but you keep a strong
focus at the same time so that works well.”Self-Reflection- 308I have written a self-
reflection report to clear my thoughts on the session and improve my self-awareness and
skill set. In this session, the client initially came into the session with a long-term goal and
so most of the session was spent breaking it down. I did my best to help the client find their
tangible first step that they can achieve in the short term and provided the coachee with
homework to research and evaluate different options. However, I felt that more work could
have been done to add value to the goal. For instance, I could have spoken about the
benefits and consequences of achievement more. I could have also done more work on
drawing out client’s strengths and highlighting previous success strategies. This would
build on their ‘can-do’ attitude, which could increase the quality of actions they may
generate in their homework and make it much more likely to leave with a specific idea of
what resources to research when completing their homework.Coaching Session Using the
GROW Model EssayNonetheless, I feel that I was able to challenge my coachee and was
unafraid to question their commitment to action, their motivation and the possible
consequences of inaction. Additionally, I feel that I was able to active listen without having
the urge to interrupt or give advice, with only the urge to interrupt once to provide a
suggestion. I tackled this by asking the client’s permission to give the suggestion and
provided two other options alongside it. I did not so that the choice of action was still in
their hands. Lastly, I made sure to paraphrase and summarise using the client’s words (i.e.
habit, energy, focus) at every milestone in the session. I did this by writing down key words
being said by the coachee. This helps both the coachee and I gain understanding and
reflection on what was previously said. Coaching Session Using the GROW Model Essay
