Mr. Paredes's Key Ideas from Coaching for Performance Fifth Edition
by Sir John Whitmore, Performance Consultants International

The GROW model begins with setting goals. According to Whitmore, there are four types of goals - dream goals, end goals, performance goals, and process goals.

• Dream Goals: Broad, ambitious wishes that give meaning to other goals.
• End Goals: Specific achievements that make dream goals tangible.
• Performance Goals: Steps to achieve end goals, with timelines and milestones.
• Process Goals: Daily actions that support higher goals.

Powerful questions: "What does success look like here?" "How do you imagine yourself achieving this outcome?"

Understanding the current reality is crucial for improvement. Use descriptive questions to uncover the root cause of problems, not just their symptoms. This will help you make informed decisions and find effective solutions.

• Descriptive Questions: Encourages detailed, objective answers without feeling judged.
• Bodily Awareness: Ask about physical and emotional states during key moments.
• Powerful questions: "What's your main concern?" "What actions have you taken so far?"

• Use Creative Thinking
• Create a Safe Environment
• Ask Powerful Questions

In the options stage, think of as many alternative options as possible without judgment, creating a safe space for ideas to be freely shared with powerful questions like "What would you do without obstacles?" and "What other possibilities can you think of?"

The final step is establishing a will, which involves the coach and the coachee working together to establish accountability and follow-up to ensure commitment to action. The coach's role here is to provide support, encouragement, and guidance, while also holding the coachee accountable for their commitments.

Action Plan: Define specific actions, measurable outcomes, and timelines.

Commitment: Ensure the coachee is committed to their plan and understands potential obstacles and needed support.

Powerful questions: "What will you do now?" "How committed are you to this plan on a scale of 1-10?"

Coaching can be done in one-on-one settings or with teams, aiming to develop collective awareness and responsibility. Whether coaching individuals or teams, the focus should always be on people and their development.

You can utilize formal coaching to build trust and establish confidentiality in one-on-one sessions. For team coaching, focus on creating a coaching culture that not only encourages collaboration but also promotes shared responsibility.

Unlock your organization's potential by integrating the GROW model and cultivating self-awareness and responsibility. Coach for sustainable success by developing emotional intelligence and understanding yourself and others. High performance starts with you.

Key Takeaways:

• Integrate GROW model and awareness and responsibility principles for high performance.
• Coaching is not just about achieving goals, but also developing emotional intelligence and self-awareness.
• Unlock potential through coaching and understanding yourself and others.

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