BMAL 755: Discussion Board – Week 3: Coaching Models (Due: 04.07.24)
Read:
oBoysen-Rotelli, Chap. 3
Discussion Thread: 350 words (Replies: 200 words)
oReferences: Course Textbook and 2 peer-reviewed articles
Even if someone is talking to a light pole, it is better that they are, at least, talking. But coaching
is not just listening or telling. It is a unique approach utilized to allow the coachee (client) to
grow. Why? Because they have the results inside of them - and coaches help to bring it out of
them. But this can be challenging, especially for an individual who thinks they are good at giving
advice. Chapter 3 of your textbook dives into various models of coaching.
Choose one model, provide a brief overview, and then evaluate its pros and cons. Not every
model is right for every situation and scenario. Therefore, provide a coaching scenario in which
you believe your chosen model might work the best. Be sure to support your suggestion and
response with solid research.
Discussion Thread:
An Overview of the GROW Coaching Model
The GROW coaching model, known for its simplicity and straightforwardness, is a popular
framework coaches use to guide their coaching sessions (Boysen-Rotelli, 2021). According to
Witmore (2009), this coaching model consists of four stages—Goal, Reality, Options, and
Will/Wrap-Up (as cited in Boysen-Rotelli, 2021). Mogonea (2022) explains these four stages in
great detail. The author states that the Goal stage involves identifying and clarifying the client’s
goal or objective. The coach helps the client define a specific, measurable, achievable, relevant,
and time-bound goal. In the Reality stage, the author asserts that the coach and client explore the
current reality or situation. The coach helps the client understand where they are in relation to
their goal, including strengths, weaknesses, opportunities, and threats. In the Options stage, the
coach and client brainstorm potential options or strategies for achieving the goal. The focus is on
generating a wide range of possibilities without judgment. In the final stage, Will/Wrap-Up, the
author further explains that in this stage, the client decides on their specific actions to move
closer to their goal. The coach helps the client create a plan with clear steps, timelines, and
accountability measures.
Pros and Cons of the GROW Coaching Model
The GROW coaching model is straightforward, making it easy for both coaches and clients to
grasp and apply. Igu et al. (2023) assert that “the GROW model is anchored on helping workers
build internal stability, mobility, and resilience over work demands” (p. 466). This model also
provides a clear structure for coaching sessions, ensuring that important aspects like goal setting
and action planning are addressed. The authors further highlight that this model emphasizes
creating specific, actionable plans to help clients make tangible progress toward their goals.
While this coaching model has many advantages, it is essential to note that it, too, has its
disadvantages. For example, some critics argue that the GROW model’s linear approach may
oversimplify the complexities of the coaching process (Igu et al., 2023). In addition, this model
primarily focuses on the cognitive aspects of goal setting and action planning, potentially
overlooking the emotional aspects of change. In other words, “the GROW model is problem-
focused and may face some limitations in terms of opposing openness to visionary ideas” (Igu et
al., 2023, p. 467). Further, while effective for many clients and goals, the GROW model may not
be the best fit for all coaching scenarios, particularly those requiring a more holistic or
exploratory approach.
Coaching Scenario
Studies have shown that “the GROW model promotes self-efficacy as an engine for learning and
organization, developing behaviors that produce specific fundamental performances […]”
(Bandura, 1977; apud Guedes, 2021; Panchal & Riddell, 2020; as cited in Mogonea, 2022, p.
62). Hence, the GROW coaching model would work best for scenarios or situations where an
individual, for example, may be feeling overwhelmed at work and wants to improve his or her
time management skills. For this scenario, a coach using a GROW model might approach the
situation as follows:
Goal: The coach can help the client clarify his or her goal, such as to improve time
management skills to reduce stress and increase productivity.
Reality: The coach and client can explore the coachee’s reality, including current
workload, time management strategies, and stress levels.
Options: Together, the coach and the client can brainstorm potential options, such as
prioritizing tasks, delegating, or using time management tools.
Will/Wrap-Up: The client creates a daily schedule, prioritizes tasks, and uses a time-
tracking application to monitor progress. The coach can then assist the client in creating
a detailed plan with specific actions and timelines.
The above-stated scenario illustrates how the GROW coaching model can be applied to a
specific goal, helping the client identify strategies and take concrete steps toward improvement.
Faith Integration
A bible verse that reflects the essence of the GROW coaching model is Proverbs 16:9, which
states, “The heart of plans his way, but the Lord establishes his steps” (English Standard Version
Bible, 2001/2016). This verse highlights the importance of setting goals and making plans, which
reflects the Goals and Options stage in the GROW coaching model. This verse also
acknowledges that God controls the outcome, reflecting the Reality and Will/Wrap-up stage of
the GROW coaching model. It further emphasizes the need for collaboration between human
effort and divine guidance, a concept that resonates with the coaching process.
References:
Boysen-Rotelli,IS. (2021).IAn introduction to professional and executive coachingI(2ndIed.).
Information Age Publishing, Inc.
English Standard Version Bible. (2016).Ihttps://esv.literalword.com/ I (Original work published
2001)
Igu,IN.IC., Onyishi,IC.IN., Amujiri,IB.IA., Binuomote,IM.IO., Modebelu,IM.IN., Okafor,II.IP.,
Awe,IB.IA., Fausta,IM., Obih,IS.IO., Eke,ID.IO., Ezemoyin,IM.IC., Uzoma,IB.IN., Ugwu,IJ.II., &
Mbon,IU.IF. (2023). Raising leadership self-efficacy and minimizing organizational burnout
among school administrators in a GROW model of cognitive behavioral coaching.IJournal of
Leadership & Organizational Studies,I30(4), 464–
482. https://doi.org/10.1177/15480518231171748
Mogonea,IF. (2022). A possible mentoring model: The GROW model.I'Analele Universității din
Craiova seria Psihologie-Pedagogie/Annals of the University of Craiova Series Psychology-
Pedagogy ',I44(2), 60-70.Ihttps://doi.org/10.52846/aucpp.2022.2.05
Other References:
Herd, A. (2015). The Case of “Not Enough Time:” Using GROW and Motivational Interviewing
Coaching Frameworks. New Horizons in Adult Education and Human Resource Development,
27: 46–49.6https://doi.org/10.1002/nha3.20110
Discussion Replies:
Hi Yorka,
I enjoyed reading your post on this week’s topic discussion; it was insightful. I agree with your
assertion that regardless of the coaching method or model used, coaching conversations must
meet the needs of the coachee and the coach. Thus, while coaching models provide useful
structures for coachee development, De Hann et al. (2011) suggest that they “may not be as
important for success, but rather, it is the relationship between the coach and coachee” (as cited
in Kudliskis, 2019, p. 12).
Further, to add to your discussion on Neuro-linguistic programming (NLP) in coaching, Boysen-
Rotelli (2021) asserts that although NLP is more a process than a coaching model, combining
NLP and coaching can lead to heightened awareness and improved outcomes for clients. This is
further emphasized by Etuka et al. (2021), who highlighted that by incorporating NLP techniques
into coaching, clients could gain a better understanding of their behavior and thought patterns,
leading to increased self-awareness and, ultimately, greater success in achieving their goals.
Additionally, Bandler (2008) and Tosey et al. (2005) assert that NLP is founded on various
cognitive and behavioral presumptions, with a specific emphasis on the processes of constructing
reality within oneself, between individuals, and within the psyche (as cited in Etuka et al., 2021).
Boysen-Rotelli (2021) provides a detailed explanation of the key NLP presumptions or
presuppositions. The author contends that NLP acknowledges that every individual has a unique
and subjective perception of the world around them. This means that experiences are influenced
by one’s senses, thoughts, and emotions, resulting in distinct realities for each person. In light of
this, coaches often use techniques like goal setting, visualization, and reframing negative beliefs
to change how people think and communicate (Kudliskis, 2019). By doing so, it can lead to
improved performance and behavior. The essence of NLP is further highlighted in Proverbs 23:7,
which states, “For as he thinketh in his heart, so is he” (King James Bible, 1769/2017). This
verse emphasizes the power of our thoughts and beliefs in shaping our reality, which is a central
concept in NLP. It suggests that our internal thoughts and beliefs influence our external behavior
and outcomes, highlighting the importance of positive thinking and mindset.
References:
Boysen-Rotelli,IS. (2021).IAn introduction to professional and executive coachingI(2ndIed.).
Information Age Publishing, Inc.
Etuka,IJ., Athota,IV.IS., & Kearney,IS. (2021). How can emotional intelligence (EI) and neuro-
linguistic programming (NLP) help leaders with the ability to deal with the impact of COVID-
19?IKnowledge Management Research & Practice,I19(4), 475–
483. https://doi.org/10.1080/14778238.2020.1860667
King James Bible. (2017). King James Bible Online.Ihttps://www.kingjamesbibleonline.org/
(Original work published 1769)
Kudliskis,IV. (2019). Coaching in an educational setting utilizing “Techniques of change”:
Enhancing engagement with learning in a post-16 educational setting.IEducational Process:
International Journal,I8(1), 7-31.Ihttps://doi.org/10.22521/edupij.2019.81.1
Hello Thomas,
You did an excellent job providing an overview of your chosen coaching model, solution-focused
coaching, and its influence on coachee development. To add to your discussion, solution-focused
(SF) coaching is an approach grounded in the principles of solution-focused brief therapy and
designed to help individuals achieve their goals (Boysen-Rotelli, 2021). Szabo and Meier (2009)
emphasized that coaches who use the SF approach should primarily ask questions that encourage
the coachee to generate ideas for achieving their goals rather than asking questions that delve
into the causes of problems or emotions related to the problem (as cited in Grant & Gerrard,
2020). Further, the SF coaching model is based on the premise that individuals have the
resources and strengths they need to create positive change in their lives. For example, in SF
coaching, coaches work with coachees to identify their goals and the steps they can take to
achieve them. Boysen-Rotelli (2021) emphasized that this model focuses on amplifying the
coachee’s strengths, resources, and past successes. Coaches help coachees recognize what is
already working in their lives and how they can build on these strengths to achieve their goals.
The author further maintains that this approach is highly goal-oriented and emphasizes the
importance of identifying solutions and generating ideas for moving forward. Hence, coaches
who utilize this model ask questions that help coachees think creatively and explore possibilities
(Boysen-Rotelli, 2021). This approach is valuable for businesses and individuals seeking to
create positive change and achieve their goals.
Philippians 4:8 aligns with the principles of solution-focused coaching, which states,
Finally, brethren, whatsoever things are true, whatsoever things are honest, whatsoever
things are just, whatsoever things are pure, whatsoever things are lovely, whatsoever
things are of good report; if there be any virtue, and if there be any praise, think on these
things. (King James Bible, 1769/2017)
This passage promotes focusing on positive and uplifting thoughts, a fundamental aspect of SF
coaching. It highlights the significance of directing our attention towards what is constructive
and positive rather than dwelling on negative aspects or problems. By focusing on positive
aspects and possibilities, coachees can cultivate a mindset conducive to finding solutions and
accomplishing their goals.
References:
Boysen-Rotelli,IS. (2021).IAn introduction to professional and executive coachingI(2ndIed.).
Information Age Publishing, Inc.
Grant,IA.IM., & Gerrard,IB. (2020). Comparing problem-focused, solution-focused and
combined problem-focused/solution-focused coaching approach: Solution-focused coaching
questions mitigate the negative impact of dysfunctional attitudes.ICoaching: An International
Journal of Theory, Research and Practice,I13(1), 61-
77. https://doi.org/10.1080/17521882.2019.1599030
King James Bible. (2017). King James Bible Online.Ihttps://www.kingjamesbibleonline.org/
(Original work published 1769)
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