Coaching for Performance Fifth Edition - Deepstash

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Principles of Performance Coaching

Principles of Performance Coaching

Coaching is a collaborative process that focuses on improving performance through self-discovery. Unlike mentorship, it centers on the coachee's experience and aims to overcome internal obstacles like self-doubt and motivation.

Core principles:

  • Awareness - Being self-aware and understanding one's actions and impact on others.
  • Responsibility - Taking personal ownership of development and relationships.

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SIR JOHN WHITMORE

"Coaching is unlocking a person's potential to maximize their growth."

SIR JOHN WHITMORE

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G – Goals

G – Goals

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?"

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TONY ROBBINS

 "Setting goals is the first step in turning the invisible into the visible."

TONY ROBBINS

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R – Reality

R – Reality

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?"

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NATHANIEL BRANDEN

"The first step toward change is awareness. The second step is acceptance."

NATHANIEL BRANDEN

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O – Options

O – Options

  • 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?"

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TONY ROBBINS

"You have to be open to the possibility of things being better than you've ever imagined.

TONY ROBBINS

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W – Will

W – Will

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?"

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UNKNOWN

"The difference between who you are and who you want to be is what you do."

UNKNOWN

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Coaching in Practice

Coaching in Practice

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.

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HARVARD BUSINESS REVIEW

"The goal of coaching is the goal of good management: to make the most of an organization's valuable resources."

HARVARD BUSINESS REVIEW

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Fostering High Performance through Coaching: The GROW Model and

Fostering High Performance through Coaching: The GROW Model and

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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IDEAS CURATED BY

mrparedes

High School Reading Teacher. Book lover. Sharing insights to inspire discovery. "Reading is to the mind what exercise is to the body." – Joseph Addison

CURATOR'S NOTE

Let's delve into the transformative power of coaching and the GROW model, a potent tool for cultivating high-performance cultures.

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