University of East London The GROW Model for Career Coaching Julia Yates University of East London

Before we start… Find a partner Think of a topic

their own performance” “Unlocking a person’s potential to maximise their own performance” Sir John Whitmore (Whitmore 2002)

“Collaborative conversations, grounded in coaching and career theories which lead to a positive outcome regarding career and/or personal fulfillment” Julia Yates 2013

What I like about Career Coaching

Instrumental directivity Principled non-directivity Who’s in charge? Instrumental directivity The Coach: Keeps time Maintains focus Moves conversation on Principled non-directivity The Client: Chooses topic Selects goals Decides timings

GROW model of coaching establish GOAL WAY FORWARD (plan of action) examine REALITY explore and review OPTIONS (Whitmore 2002)

GOAL Two or three levels 1. Overall objective Where do you want to get to? 2. Outcome for session What do you want from this conversation?

REALITY (current situation) Tell me the story so far What is happening now? What skills and experiences do you have? What do you mean by that? What have you already tried? How do you feel about the current situation?

OPTIONS Identifying a number of options What are your options? What else? If you could do anything, what would you do? Evaluating options What advice would your role model give you? What does your heart / head tell you?

WAY FORWARD “We’ve talked about a lot of things today. What are you actually going to go away and do?” What challenges might you face? How will you overcome them? Who will you get support from?

Could this work for you? Find a new partner: How did you find the GROW process? How could you incorporate this with clients?

Want to learn more? Van Nieuwerburgh, C. (2013). An introduction to coaching skills London: Sage Yates, J. (2013) The Career Coaching Handbook Hove: Routledge MSc Career Coaching University of East London j.c.yates@uel.ac.uk