Developing Coaching Skills for the Workplace


Coaching is an extremely important and helpful tool, and it is necessary to be implemented in an organization correctly.


Coaching has different modules that can help in carrying out a successful coaching session, some include:

  • GROW: Short for Goal, Reality, Options, and When/what/where/want.

Using GROW can identify the actual issues an individual is facing; it also sets a clear picture for the end result, and also examines the actual options and the implementation of the options.

The GROW module is a very simple and effective way, where the Goal is defined, specific and agreed upon, the goal also has to be measurable and realistic for the individual to achieve. Then the after looking at the destination, the current location has to be defined, this is where the Reality comes in play, the coach should acquire as much details about the current situation as possible. Afterwards the coach needs to look at all the possible options, and then even with the options; the coach needs to explore the possible outcomes from those options, and whether they are good options or bad options. Finally, it is time for the Will and that is by setting commitments from the coachee, the coach is supposed to get very specific information on all commitments, including the time frame for them.

  • OSKAR: Short for Outcome, Scaling, Know how, Affirm and action, Review.

OSKAR is another valuable coaching tool; the positive aspect of this tool is the scaling of the situation, and checking to see if the coachee has the necessary tools and knowledge to achieve the said target.

The OSKAR module is another simple and useful tool, where the Outcome is defined, specific and agreed upon, the goal also has to be measurable and realistic for the individual to achieve. Then after looking at the destination, the current location has to be defined, this is where the Scaling comes to play, and where is the coachee right now in relation to the defined goal. Then a self-assessment of the coachee’s current skills and Knowledge or even previous experiences that is going to help him/her in achieving that goal. Afterwards they should agree upon an Action plan that the coachee is going to do whereas before it has to be very specific and includes the time frame. Finally the coach will Review the current action plan with the coachee, also they should review the previous plans made and how was the action plan made successful.


The benefits of coaching cover both, the individual and the organization, and it includes:



It is a good one-on-one time to focus on one’s performance and developmental needs. Improves Staff Confidence and relationship
It is a good way to clarify thinking and challenge assumptions. Great awareness and engagement tool
Reduce frustration and work related stress. One of the best tools for the transfer of learning
It is a great self-awareness tool A good tool for identifying talent within the organization.


Coaching is a unique learning and development method; it differs than other methods.


The differences between coaching and training include:



Owned by coachee Driven by the trainer.
Non-directive process Delivered to a specification.
Focuses on competencies and behaviours Directive process
  Focuses on skills


The differences between coaching and mentoring include:



Focuses on both individual and organizational goals. Focuses more on individual goals.
Shorter terms. Longer term (could be a lifetime).
Can be between same level employees or even a junior level can coach a senior Relationship between a senior employee with a junior employee.
The coach gets all the objectives and plan of action from the coachee. The mentor can advise the mentee on a better approach.


Coaching can have such an impact that it can be used to meet organizational objectives such as:

  • Business Continuity:
    • Succession Planning.
    • Early identification of potential talent
    • Greater transfer of learning.
  • Employee Engagement:
    • Improves cross-departmental relationships.
    • Enhances management engagement with the staff.
    • Enhances commitment from coaches (line-managers).
    • Improves the employee brand.

A strong commitment from the senior management where they understand and acknowledge the values of coaching is needed for creating a coaching culture within an organisation and it can be done by many ways, some include:

  • Beginning with external coaching to coach line managers and staff, and this will help in building the trust to the coaching culture.
  • Training line managers on becoming coaches for the staff is a good way of getting a positive buy-in from them.


Of course in the case of moving forward with an in-house coaching program in the organization, there is a number of advantages and disadvantages, some include:



Development and motivation for line managers Different levels of coaching skills by different line managers
Better understanding of the organization’s culture Confidentiality is a concern
Improves cross-departmental relationships Lack of process understanding
Cost effective Need to train
More controllable Hidden costs



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