Activity: Practicing Coaching Models (GROW and Continuous Support)
Steps:
Introduction to Coaching Models: Explain the concept of coaching models and their role
in structuring coaching sessions.
Continuous Support Model Role Play:
Scenario: A team member is struggling with time management.
Participants pair up: One acts as the coach, the other as the team member.
Coach follows the Continuous Support Model (listening, asking open-ended questions,
offering suggestions) to guide the conversation.
GROW Coaching Model Role Play:
Scenario: An employee seeks guidance on career development.
Participants pair up: One acts as the coach, the other as the employee.
Coach follows the GROW model (Goal, Reality, Options, Way forward) to structure the
coaching conversation.
Group Discussion and Reflection:
After each role play, participants discuss their experiences, challenges, and the
effectiveness of the models.
Comparison and Model Adaptation:
Discuss the strengths and limitations of each model.
Encourage participants to adapt the models to their coaching style.
Key Learning:
Participants will practice applying different coaching models (Continuous Support and
GROW) to guide coaching conversations. They will gain hands-on experience in
structuring coaching sessions and understanding the importance of adapting models to
the coachee’s needs.
Activity: Coaching Concepts and Goals Discussion
Steps:
Introduction: Explain the importance of coaching and its goals for improving
performance.
Group Discussion: Facilitate a discussion about participants’ perceptions of coaching.
Ask them to share their thoughts on what coaching means to them and what they
believe are the key goals of coaching.
Key Concepts Presentation: Present key coaching concepts, such as active listening,
powerful questioning, and goal-setting, emphasizing how these concepts align with the
goals of coaching for performance improvement.
Small Group Activity: Divide participants into small groups and assign each group a
coaching goal (e.g., improving employee engagement, enhancing communication
skills). Ask groups to brainstorm coaching strategies and techniques that can help
achieve that specific goal.
Group Presentation: Each group presents their ideas, fostering a collaborative
learning environment.
Key Learning:
Participants will understand the foundational concepts of coaching and the key goals it
aims to achieve in terms of performance improvement. They will also learn to
brainstorm and share coaching strategies for different performance goals.
Activity: Skillset and Mindset of a Successful Coach
Steps:
Introduction: Discuss the importance of both skillset and mindset for effective
coaching.
Skillset vs. Mindset Discussion: Facilitate a discussion differentiating between the
skillset (e.g., active listening, empathy, questioning) and mindset (e.g., non-judgment,
curiosity, growth-oriented) of a successful coach.
Individual Reflection: Ask participants to reflect on their own strengths in terms of
coaching skills and mindset attributes. They should also identify areas for improvement.
Pair Share: Pair participants and have them share their reflections, providing feedback
and suggestions for enhancement.
Role-Playing Scenarios: Provide scenarios where participants practice coaching
conversations while incorporating both the identified skillset and mindset attributes.
Key Learning:
Participants will comprehend the dual importance of skills and mindset for coaching
success. They will reflect on their own coaching capabilities and practice integrating the
required attributes in realistic scenarios.
Coaching People For Better Performance
In this two-day interactive training program, participants will learn a structured process that will enable them to systematically develop their people and unlock their potential to improve their performance. Participants will learn through a series of hands-on activities, and practice two different coaching models…
Read more about Coaching People For Better Performance
