This circular model can be easily used in any training environment. It can also be said that this pattern can flow in both directions. The most important thing is that it is a model without a clear beginning or end and is by no means linear. This four-step process includes objectives, planning, instruction, and evaluation.
The GROW model is a simple four-step process that helps you structure training and mentoring sessions with team members. The second phase is the so-called culture phase. This part of the coaching process is the actual implementation of the planned agenda at the initiation stage. To start the coaching process and move on to the next phases, WeCoaches must be clear about the most relevant aspects that need to be considered and verified to ensure the success of the training process.
The WECAN project provides a framework that can be used to develop a comprehensive evaluation plan to assess the impact of training. The coaching process is based on an interactive dialogue between the coach and the client; one that discovers a vision, a new idea or action from the client. This structure does not negate the uniqueness of the session, but simply provides a “hanger” on which to hang your training work. Although the Kirkpatrick model is designed to analyze and evaluate the value of training for the company, it is easily adaptable to demonstrate the effectiveness of a training program.
The two most important skills for a coach are the ability to ask good questions and the ability to listen effectively. If the role of WeCoaches will be to help the coach find his own solution to resolve business issues or overcome obstacles, the coach must trust the coach and let her guide him through this process. Discovering and attracting these drivers can be a powerful way to prepare someone for effective participation as a coach. The coach-coach relationship is a continuous evolution, in fact, the journey as a coach changes over time.
Each training process is unique and is based on two different people who need to find a common framework and agreement. These skills are fundamental to training and must be constantly trained to keep them fresh and available. However, it is important to establish a clear agenda, since a successful training process involves planning and designing the steps in detail. Since coaching involves the growth and development of people, each person involved will get different things out of it.
In this sense, the GROW model, explored in the previous chapter, can help the WeCoach to review the entire training process with the coach. An important aspect of the WECAN training relationship is that the relationship has a dyadic structure comprised of female coaches and trainers.