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

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5.2.4 GROW: Will

The final step in the framework is to elicit a commitment to take up some of the ideas suggested in the options conversation: to turn discussion into action. Both parties will have taken notes and will agree an action plan at this point. Towards the end of the session, the coach can remind the coachee of the importance of writing a reflection on the session, considering the whole experience, as well as the details for action going forward. There will be some discussion of the aims for the next session, as they may have developed further (and practicalities, such as where and when it will happen).

Coaching is a demanding activity on both sides; so coaches need to be strongly qualified, and adhere to rigorous ethical standards and coachees need to be in relatively good health to consider engaging in this activity. If you want to deepen your understanding about coaching or become a coach yourself, you may want to check the different paths in one of the widely recognised coaching and mentoring bodies – for example, the International Coaching Federation (ICF), the European Coaching and Mentoring Council (EMCC), the Association for Coaching (AC), and the Association for Professional Executive Coaching and Supervision (APECS).