In addition to the four-step model of coaching implementation described in section 4, there are many coaching models that can help coaches implement coaching sessions. Amory (2011) describes 45 coaching models in his book ‘Personnel Coaching: Definition and coaching models’.
However, only the Goal Reality Option Will (GROW) model is discussed in this paper, because it is appropriate for the study. The GROW model is simple, practical, and easier to understand and use compared to other coaching models. In addition, its flexibility allows coaching conversations that do not need to follow a specified order (Shaker, 2012). For all of these reasons, the model has been chosen for use in this study. The GROW model was developed by the pioneer of coaching, Sir John Whitmore. It is one of the best known and most widely used in the field of education (Allison and Harbour, 2009). It provides a simple framework for identifying an effective solution to a problem (Whitmore, 2009).
The GROW model consists of four stages: 1) Goal: In a coaching session, a clear and measureable objective must be stated in terms of whether it is short-term or long-term. In this stage, the coach should identify the coachee’s goals and focus on solutions instead of problems. 2) Reality: This stage is to examine the current reality of the coachee’s situation so that the coach has the clearest possible understanding of the conversation topic. 3) Option: Once the coach and coachee have a clear picture of the current reality, the next step is to help the coachee explore all possible options for achieving the goal. If the coachee cannot identify any options, stages 1 and 2 are repeated until all the available options are clarified.4) Will: In this stage, coachees are able to identify the best options for achieving their goals. However, the coach must motivate and ensure the coachees always work towards achieving their goals.
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