The coaching process
Once an organization is committed to a coaching program, we begin the process by interviewing the process sponsor in the client organisation to ascertain the business and client-specific behavioural outcomes being sought. We follow this up with a detailed interview with the staff member (i.e. “the client”) who will be coached regarding their perceived coaching needs, objectives and the desired characteristics of a coach. At this point we check for alignment between the client organisation and the client’s goals and objectives. Other relevant background information (i.e. results from recent performance appraisals, 360 degree feedback interviews etc.) may be referred to in order to complete the accuracy of this phase of the process.
The primary objective of this phase is to establish alignment between the client’s objectives and those of the client organisation. It is at this stage that we also undertake to determine the overall efficacy of embarking down the coaching path in the first place. If, for instance, evidence of psychopathological behaviour is witnessed or the coaching program is perceived to be more of a remedial strategy than a means of further developing the full potential performance of the client other more appropriate solutions may be suggested by your Red Pill consultant.
A further interview between the coach proposed by Red Pill Performance Consultants and the client organisation’s sponsor is arranged. The purpose of this meeting is for the coach who will be undertaking the actual coaching assignment to refine the brief with both the client organisation and the client. The client also has the opportunity, at this stage, of evaluating the suitability of the coach and to make sure the chemistry is right between them.
The Red Pill Executive Coaching process follows “the proven path” of goal setting, assessment, action learning/development and review. We strongly subscribe to the GROW model, as elaborated by Sir John Whitmore in his seminal book, “Coaching For Performance” now in its third edition and translated into seventeen languages.
The purpose of Performance Coaching is to raise the performer’s awareness, i.e.“self generated high quality relevant input”, and responsibility, i.e. “the performer’s choice to own a task”, by the coach’s use of effective questioning.
The GROW Model
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To compel attention
To focus for precision and detail
To create a feedback loop
Ask open questions: “what, when, where, who” etc (facts)
Ask probe questions: “how much, how often, how many”
“Why” (defensiveness, assumptions, rationalisations)
“How” (when unqualified causes vague response)
Start broad and then narrow to increase focus
Follow their interest and use their words
Ask – Actively Listen
G (Goal) What do you want?
R (Reality) What is happening now?
O (Options) What could you do?
W (Will) What will you do?