How does a coach develop their own professional expertise? Consider 5 areas. Why is continuing professional development so important?
CDP is important in coaching because practice and experiences beyond basic knowledge develops expertise. Increasing skill level promotes confidence, allowing you to deal more effectively with more situations and provides a wider range of skills, tools, and techniques to draw upon.
A coach could develop their expertise;
1) By attending conferences, meetings, classes and workshops directly related to coaching as well as to their niche.
2) By subscribing and keeping up to date with articles, books, and other publications that explain and explore new findings about coaching, and their niche.
3) By enrolling a mentor to help pull together learning, as well as learning from their successes by modelling.
4) By building a network both in and outside of coaching which can provide camaraderie, new perspectives and problem solving assistance.
5) By reviewing and evaluating the effectiveness of the coaching given through their own assessments and also any feedback obtained.
You reach a point with your client in which it is agreed that they require specialist advice and to continue coaching would not be appropriate at this stage. How do you proceed?
I would spend some time asking the client what sort of specialist help they would think is appropriate for their situation, and which of those options they might prefer. Once broken down to specifics they could determine how and when they would approach such a specialist, and possibly set this as a new goal.
Describe how the GROW model is used in the coaching process. Include a supporting rationale and set of 5 questions for each of its stages. The GROW (Goal, Reality, Options, Will) model is in essence a coaching tool used to structure a coaching conversation which both helps set goals effectively and is a problem solving process. The coaching is driven by questions so different types of question are used at each stage. The conversation starts with ‘Goal’. The client defines what they want to achieve by setting a goal. Goals should be SMART, should be in the client’s control and framed in the positive. The client should have a clear detailed picture of what the goal will look and feel like. 90% of success in achieving a goal is derived from why it’s so important to achieve; the reasons and benefits. Questions used in ‘Goal’ include; What do you want to achieve?
How will you know that you have achieved that goal?
What will be different when you achieve it?
What's important about this for you?
What would achieving this lead to long term?
The Reality stage is about exploring the current situation in relation to the client’s goal, relevant history and future trends. The coach helps the client assess where they are and where they need to go to achieve their goal by using specific examples to objectively raise awareness of the client’s current situation, competencies and driving forces. Questions used in ‘Reality’ include;
Considering what you know, what are some things to consider to move forward?
Where are you now in relation to your goal?
What else can you tell me about that?
What are you prepared to give up/do to achieve this?
What are your concerns?
The Options stage is about generating as many alternative courses of action as possible for reaching the goal. The coach’s role is to help the client think of new options not previously considered. Open-ended questions facilitate creative thinking, such as; What could you do, if you had no limitations?
What ideas can you bring in from past successes?
What haven't you tried yet?
How can you create/learn/obtain what you need?
What would really motivate you?
The final stage of the GROW model is ‘Will’. The desired outcome from this stage is a commitment to action. The session concludes with the client deciding on which option/s they want to...
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