The Coaching for Change program is for managers, supervisors and leaders who are supporting their staff through a major change initiative. You will learn to coach staff using the G.R.O.W. model to achieve clarity about their own goals, organisational expectations, new roles and accountabilities. Applying an experiential learning approach, this program teaches managers how to mobilise tacit knowledge and improve problem-solving skills, in order to optimise individual and organisational performance during times of change.
Participants will have the opportunity to:
- Develop shared team goals for managing in a change environment
- Clarify personal leadership goals and approaches to leading change
- Learn to apply the G.R.O.W. coaching model with peers and staff
- Learn to use powerful questions to support change and work with individual and collective ‘stuckness’ and resistance to change
- Prepare for challenging change conversations
- Coach others and be coached with supervision at least four times
The G.R.O.W. model, originally developed by Timothy Gallwey and Sir John Whitmore, is a structured process for conducting coaching conversations in the workplace. The aim is to assist leaders to engage with employees in a way that builds collaboration and problem solving skills, while also being targeted and supportive of optimal performance. In an organisational change environment the G.R.O.W. model supports individuals and teams to turn a corner.
G.R.O.W Coaching Model
- Stage Intention
- Goal To develop a meaningful change goal.
- Reality To obtain a clear picture of the desired future and its impacts.
- To discover what works and what doesn’t.
- To identify the missing ingredient needed to reach the desired reality.
- Options To develop options and clear action plan for achieving the goal.
- To identify obstacles and assess risks.
- To support accountability.
- Way forward To develop a clear action plan.