2. ONTARGET
GROW MODEL & SMART GOALS
Coaching is more than:
Instructing
Counseling
Mentoring
Coaching is more about:
Building Awareness
Responsibility
Self-belief
Coaching is
TRANSFORMATIONAL
3. ONTARGET
Thinking
The key task to decision
making is to THINK!
Thinking outside of the box
Not afraid to explore new
boundaries
Dream of the impossible
Challenge
7. ONTARGET
Goal setting for the session
as well as short and long
term
Reality checking to explore
the current situation
Options and alternative
strategies or courses of
action
What is to be done, When,
by Whom, and the Will to
do it
GROW
8. ONTARGET
Goal setting for the session
as well as short and long
term
Reality checking to explore
the current situation
Options and alternative
strategies or courses of
action
What is to be done, When,
by Whom, and the Will to
do it
Goal – we don’t go
anywhere or we solve the
wrong problem
Reality – we don’t know
what we are dealing with
Options – we have fewer
ways to bridge the gap
between reality and the
goals
Way forward – we don’t
have a clear sense of, or
commitment to, the next
actions.
GROW
9. ONTARGET
The GROW model must
be used in the context of
awareness, responsibility
and the skill of
questioning
End Goals – the end result, not in your control
Performance Goals – goals that help guide you to
the end goals, you are in control of these goals
Notas del editor
Tonight we are going to talk about the GROW Model and SMART Goals….
as you are discovering through this course, coaching is much more than simply instructing, counseling and mentoring…coaching is more about building awareness, responsibility and self-belief…coaching is TRANSFORMATIONAL for the one being coached.
In order to be able to lead one in Christian coaching, one must be able to think outside of the box, not afraid to explore new boundaries, to dream of the impossible. Thinking is a “key task” in decision making. When people try to think about a problem that they hold as difficult to solve, it represents a challenge that they perceive to be greater than their skill to think about it. ….(9 dot exercise)
As you can see from this exercise, when we first look at the task at hand and listen to the instructions given it seems totally impossible, but as we begin to study the 9 dots and think about how we are going to reach the end we find that it is truly possible to do the task set before us. In coaching we must see people in terms of their future potential, not their past performance. Coaching is the art and practice of guiding a person or group from where they are toward the greater competence and fulfillment that they desire. Growing into the person God has called them to be, developing the potential, talents and dreams that God has placed within them.
The rule of the game is simple: draw through all the dots with four straight continuous lines without lifting up your pencil.
As you can see from this exercise, when we first look at the task at hand and listen to the instructions given it seems totally impossible, but as we begin to study the 9 dots and think about how we are going to reach the end we find that it is truly possible to do the task set before us. In coaching we must see people in terms of their future potential, not their past performance. Coaching is the art and practice of guiding a person or group from where they are toward the greater competence and fulfillment that they desire. Growing into the person God has called them to be, developing the potential, talents and dreams that God has placed within them.
Focusing on the four stages of the G.R.O.W. model focuses the decision-making process by breaking it into smaller discrete steps.
Goal – setting for the session as well as short and long term
Reality checking to explore the current situation
Options and alternative strategies or courses of action
What is to be done, When, by Whom, and the Will to do it.
It may seem strange to set goals before examining reality…however, setting goals based on current reality is liable to produce negative responses due to the goals being based on a problem, limited to past performance, lacking in creativity due to simple extrapolation in smaller elements…it simply would be counterproductive. We are seeking to produce achievable goals…Therefore it is important that when coaching we follow the growth model in the order given. Let’s try this…(quiz)
If you were one who did not follow the instructions, then the outcome was not favorable…in the same way should we not follow the grow model of coaching in the proper order the outcome is as follows:
Goal – we don’t go anywhere or we solve the wrong problem
Reality – we don’t know what we are dealing with
Options – we have fewer ways to bridge the gap between reality and the goals
Way forward – we don’t have a clear sense of, or commitment to, next actions.
IN other words, we waste a lot of time getting to the wrong end….Goals formed by ascertaining the ideal long-term solution, and then determining the realistic steps toward that ideal, are generally far more inspiriting, creative and motivating. For example: if we were to try to solve Atlanta’s ever growing traffic delimia by looking at the current situation first, we would simply find an alternative solution to relieve traffic now, but what about 10 years from now? If we set a goal for solving the traffic in 10 years, but start now then we are more likely to set a goal which not only eliviates traffic today, but is good for the next 10 years…
In order for the GROW model to work it must be used in the context of awareness, responsibility and the skill of questioning to generate them, otherwise the model has little value….
Example: Your coachee has a goal is to walk 5 miles a day for 5 days a week….the reality is he/she did poorly last month in that they only walked 1 mile a day for 5 days a week…You consider the options and while your goal is 5 miles, you consider that 1 mile is better than nothing….what you will do is ???
While you are following the model, if you do not ask the proper questions the model will not work. It’s kind of like trying to cook a recipe without all the ingredients and the knowledge of how those ingredients work together….
Lets look closer at the GROW model….
Goals – there are end goals: what is the end result you want to achieve; there are short-term end goals which may also be goals that help guide you along to a long-term end goal. End goals are not in your control. Performance goals are in our control…
