Core Theoretical Models of Coaching and Mentoring Essay

In this essay, the advantages and disadvantages of two core theoretical models of coaching (GROW and Skilled helper model) and one of mentoring (5 C’s mentoring model) will be critically appraised. Coaching and mentoring are not about learning to do something the right way, but are about helping to lead an individual to find their own way of doing it practically and efficiently. Coaching and mentoring sessions are guided with theoretical models, which help focus both the coach and the coachee in attaining desired outcomes for problem situations. However, even with the aid of theoretical models not everyone can coach another person. The first and far most important attribute of a coach is the ability to build relationships with the coachee†¦show more content†¦The first coaching model to be critically appraised will be the GROW model. GROW is an acronym for Goals, Reality, Options and Will/Way forward. The GROW model was created by John Whitmore and popularised from his book in 1992, the model proceeds through the four phases, each edging the client closer to their desired goals realistically. Each phase consists with around three or four open questions initiating thoug ht by the client as to what he or she wants and how they will get there. A major advantage of the GROW model is that the questions are fairly simplistic, although they would have to be conducted in a way which followed Whitmore’s techniques they are straight to the point. â€Å"GROW, without the context of awareness and responsibility and the skill of questioning to generate them, has little value.† (Whitmore (2009) p.56) However, a disadvantage may be that there are not enough questions, with there only being three or four questions the problem situation may not be explored in depth enough for the client to come up with their desired goals, also there is not a section where the coach and coachee would talk through the current situation. Another disadvantage could be that the final stage focusses on a definitive action, the coach is focussed on the ‘doing’ where in many situations it may just be that the coach would need to make the client aware ofShow MoreRelatedHuman Resource : An Evaluation Of Organizational Selections In Human Resources1519 Words   |  7 Pagesand Core Values. New Systems and Structures The sequence of change implementations has to start off with open dialogue with all employees and shared diagnosis identifying the current situation, and the need for a change from the corporation’s standpoint including what is needed from the employees to reach the goals of the company to reach outstanding performance. As mentioned previously, some trigger event occurred that lead to a strategic renewal. 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