Coaching Model: Pulling For A Change Model

Coaching Model Assessment Name: Date: Student ID: Email: Shen Gullery 12/04/2012 265625 sgincentives@gmail.
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Pulling for A Change Model

Coaching, for me, is a conversational process of discovering the inherent wisdom of the coachee for the benefit of generating meaningful and sustainable personal growth; bridging the gap between personal potential and performance. My coaching model illustrates this process while emphasizing the importance of a relationship.
Inspired by Carl Rogers person-centered approach and humanistic beliefs, I try to incorporate the following coaching beliefs of mine into the model: I believe in peoples natural tendency to grow and develop, and their inherent capability. Respect, trust and affirmation uncover and release peoples desire to change for the better and enhance their ability to achieve the change. Meaningful and sustainable change has to come from within. Choices empower people, enable learning, invite action, and give meaning to the outcome. Focusing on the positive qualities and positive outcomes will bring out the positive change.
Pulling for A Change Model is my idea of how to put these beliefs into my coaching practice. It helps to establish the link between my understanding of coaching and my way of practicing it. Its a learning process and a tool for further learning. Pulling, as oppose to pushing, for a change puts the emphasis on the energy released by a desire for change (intrinsic) rather than any external force that triggers change. As a coach doesnt have any authority to make things happen, I see his/her role in facilitating change by means of creating a trusting environment and helping to make the change more real and desirable. Relationship the who is more important than the what Successful coaching starts with a trusting relationship and depends on how the relationship can nurture the growth of the client. The red arrow goes through the whole coaching process and serves as a reminder that building up the person is more important than solving any issues. The set up phase most likely happens at the first session, but building up, maintaining and nurturing the relationship will be a conscious effort through out the coaching relationship. Dialogue the exploring phase Here is where we invite the client to articulate the issue, the event, the feeling, the emotion, the background, the change that needs to or about to happen, the consequences, the desired outcome, and indeed, anything the client deems as relevant and wants to share. This is where the client sets the agenda for the coaching relationship. The quality most needed from the coach at this stage is curiosity, active listening, encouraging self-observation, sounding back, discovering and affirming the positive traits, holding the space and be present.
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Vision the energizing phase Change is more likely to happen if the desire for change is strong. Before diving into the how, we can spend some time with the client to envision the ideal outcome. This serves to appeal to both the rational and the emotional side of the client. Visualization would be a good tool to use here. A clear and vivid vision can motivate and energize the client to take action. Reality the analyzing phase The reality check starts with fact finding, moves on to brainstorming all possible options, weighing the pros and cons, identifying the obstacles, enlisting all help at hand, and making a choice! The coach is the collaborator in this process, who needs to have a good understanding of where the client is and where s/he wants to be, but the coach should be detached from any particular choice. Path the action phase The agenda should turn into a SMART goal at this stage (if not earlier). This is where the coach looks for a commitment from the client by asking, What will you do to achieve your goal? An action plan with a timeline solidifies the commitment. A structure would make it easier for the client to carry out the commitment. Reflection the learning phase Reflection doesnt have to wait until the goal is achieved. Every new insight, perspective, revelation, or action taken will bring in something new. Successful coaching should achieve a transformation of the person, which enables smoother future change and development. Reflecting on what has happened helps to generalize what has been learnt and project the knowledge into future events.
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Coaching Model: Pulling For A Change Model

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Coaching Model Assessment Name: Date: Student ID: Email: Shen Gullery 12/04/2012 265625 sgincentives@gmail.

Pulling for A Change Model

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