Workplace learning with coaching and mentoring
Workplace learning with coaching and mentoring

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5.2.1 GROW: Goals

The coach begins by asking exploratory questions to establish the overall goals of the coaching, and then sets objectives for the first session and subsequent sessions to meet the overall aims. This can be more difficult than it sounds as the coachee may not be aware of the reasons for the coaching or find it difficult to put it into words. Before starting to discuss goals, however, it is important for the coach to develop a rapport with the coachee, so that they feel a sense of trust.

In the next two activities you will watch good examples of this important phase in the coaching relationship.

Activity 4: Building trust and rapport

Timing: Allow around 60 minutes for this activity

Part A

Listen to the following short audio recording on building rapport.

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Building rapport
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Now watch the video below for an example of how a coach attempts to build trust and rapport at the beginning of the coaching session. Notice the ways in which the coach tries to put the coachee at ease before starting to progress on to the objective of the session.

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How to build trust and rapport at the beginning of a coaching session
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Part B

Consider how you can put a potential client at ease in your practice sessions. Make some notes in the text box below on ways to ‘break the ice’ at the beginning of the session and so start to build trust.

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Activity 5: Goal-setting techniques

Timing: Allow around 45 minutes

You will now have an opportunity to watch experienced coaches probing more closely and setting goals with their clients. This is a crucial first step and part of the ‘contracting’ process of setting a clear direction and purpose for the dialogue.

Part A

Watch this series of five short videos showing coaches setting goals with coachees. Sometimes it is difficult for both parties to get to the heart of the issue, so pay attention – and make notes – on how the coach uses language and questions to try to draw out the coachee’s ‘real’ objective each time.

Download this video clip.Video player: Good practice in setting workable goals
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Good practice in setting workable goals
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Download this video clip.Video player: Good practice when goals threaten to be too vague
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Download this video clip.Video player: Good practice in prioritising goals
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Download this video clip.Video player: Good practice when a goal is about someone else other than the client in the room
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Good practice when a goal is about someone else other than the client in the room
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Download this video clip.Video player: Good practice in setting positive rather than negative goals
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Good practice in setting positive rather than negative goals
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Part B

In the text box below, make a list of questions that you could use to elicit ideas and set goals with a potential coachee. Consider how you will deal with someone who says they don’t know what their goals are.

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Feedback

Research consistently shows that the key ingredient for the effective coaching lies in the quality of the relationship between coach and coachee. Being able to build good rapport is therefore paramount, as this will facilitate the other key stages in the process, including the setting of realistic and achievable goals.

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