Growth Coaching started to resonate with me pretty soon in the workshop, partly because it made sense, but also because it started to feel familiar. I know I’ve worked with the GROW model before, and so this wasn’t too far to go to get to the GROWTH model. I remembered learning about it and using it in a previous school, and it felt nice to be thinking about it again.
It was said there are three elements of coaching. This graphic, although not from the course, is similar to what was shown.
The coaching process, in this case, is the 8 step GROWTH Coaching Model, which is in a way the development of the GROW model. The inclusion of the T and the H mean you are far more likely to achieve your goal – as they talk about the barriers and how to get past them.
Some important points and tips that I found about coaching skills:
- Coaching is a process – you don’t have to be an expert in the content. You need to ask the best questions.
- You can have the aides with you – e.g. the questions you need to use for coaching situations.
- Use the coachee’s words. – connect in, clarify that you are on the same page. Try to simplify their words – try to get it down to 20 seconds
- Sympathy can be a spiral downwards.
- $5 questions, not $5000 questions – the best questions are succinct and short. By being succinct you can move the conversation on.
- To combat “I don’t know”, try, “If you did know, what would you do…”
- Active listening attitudes – being “present” mindset
- avoid “me too”
- remember you think faster than people can speak
- Listen for content and feelings. Look for the content and take the feelings out. As they override the content. Come back in a non-judgemental way.
- Don’t finish others sentences.
- Behaviours – nodding, etc…
We practised coaching several times, and it was quite tricky. At times thinking of the best questions to use was difficult. It was really useful to have the book open to the page with sample questions to refer to. A goal I have is to build up a bank of questions that work well for me in coaching sessions.
The last element is the coaching “Way of Being”, which sounds a bit wishy washy when you say it like that, but is actually really relevant and helpful.
Coaching way of being:
- Humility – not going in as the knower – the beginning mind (be like the child), discover
- Belief in change. That somebody can change. The outcome for learners can happen. If you think they can’t, deal with competency
- Respectful curiosity – how could I have done what I did better. Want to be curious, but respectful.
- – Racial and cultural difference in coaches and coachees dissipated. Can empathise with others. Generational and cross cross-cultural
- and other awareness. Emotional intelligence. Makes you more successful. Notion of self and concept of others.
- Confident – not cock-sure, but confident that you’ve got the tools and have the capability to make a difference.
During the course we also worked on giving effective feedback, which was really useful. We covered things to watch for in conversations and how to cope when giving difficult feedback. Both things that will be relevant for me in the future I believe.
I’d like to delve further into Coaching in my practice, so I’m looking at starting it with two of my teachers soon. They are willing participants and I think it will help them to improve their practice as well as my own. It could become a really useful tool for me to use when working indirectly as part of the RT:Lit service.
Oh, and of course, here’s the proof I done did it…