Core Theoretical Models of Coaching and Mentoring

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In this essay, the advantages and disadvantages of two core theoretical models of coaching (GROW and Skilled helper model) and one of mentoring (5 C’s mentoring model) will be critically appraised.
Coaching and mentoring are not about learning to do something the right way, but are about helping to lead an individual to find their own way of doing it practically and efficiently. Coaching and mentoring sessions are guided with theoretical models, which help focus both the coach and the coachee in attaining desired outcomes for problem situations. However, even with the aid of theoretical models not everyone can coach another person. The first and far most important attribute of a coach is the ability to build relationships with the coachee in that the coachee feels safe and trusting towards the coach, without the capability to interact with the client there may be a lack of progress or motivation. Another important skill of a coach is not to judge.
“A coach’s role is not to judge or disapprove of the way the coachee treats other people, or indeed how they live their life.” (Starr, J. (2011) p.33.)
A coach cannot judge their client as that is not their role as a coach. However, a coach makes links between their behaviour as an individual towards people or situations and why they are getting the results they are not desiring and linking this to how the coachee could act to create results they desire.
“A coach is someone who is equipped to aid individuals or groups and organisations to maximise their performance in pursuit of their desired goals.” (Dexter et al, (2011) p.4)
This statement from Dexter et al uses the term ‘equipped’, this does not necessarily mean that the coach has all of the correct concrete tools and experience to ...

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