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Improving Job Seeker Outcomes with the G.R.O.W. Coaching Model
1. Improving Job Seeker Outcomes
With the G.R.O.W. Coaching Model
Presented by Michele Martin, The Bamboo Project, Inc.
For PWDA Conference, May 7, 2015
2. Michele Martin
ï€ Certified Career Development
Facilitator Instructor (CDFI)
ï€ 5 years HR/recruitment for 2
Fortune 500 companies
ï€ 20 years in WFD
6. Effective Job Search is. . .
ï€ Taking the right actions. . .
ï€ At the right times. . .
ï€ Continually monitoring what does . . .
ï€ And doesnât work. . .
ï€ Changing tactics when you need to. . .
ï€ And keeping yourself motivated in the process!
7. Realities of Todayâs Job Search
ï€ Not enough jobs to go around.
ï€ Jobs that are available arenât always family-
sustaining or friendly.
ï€ Job search process is confusing and soul-
draining.
ï€ Job seekers feel isolated, frustrated, angry and
ashamed.
8. Job Seekers need. . .
ï€ Sense of own assets, strengths
ï€ Structure
ï€ Feedback
ï€ Connection
ï€ Emotional support
9. Coaching is about Asking
ï€ Creates buy-in
ï€ Empowers
ï€ Develops their leadership capacity in their own lives
ï€ Creates authenticity and connection
10. Benefits of Coaching
ï€ Job seeker sees him/herself as an expert in his/her own life.
ï€ Job seeker âownsâ his/her plans and actions
ï€ Increases sense of self-efficacy and self-esteem.
ï€ Builds skills and independence
ï€ Expands support networkâless reliance on case manager to
âfixâ things.
12. Things to Consider. . .
ï€ How do you build trust/rapport with your customer?
ï€ How do you create an environment of âco-creationâ and
partnership?
ï€ How do you structure your conversations and activities to
support a coaching approach?
13. âHostingâ the Space
ï€ Be mindful!
ï€ Physical arrangement of space
ï€ Being âpresentâ
ï€ Greetings
ï€ âSoft start-upâ
14. Setting Expectations
ï€ RolesâWhat is your role and what is the customerâs role in
this process?
ï€ ResponsibilitiesâWhat are you responsible for and what is
the customer responsible for?
ï€ Process/Structure
ï€ Overall
ï€ Individual sessionsâGROW
ï€ Agreements
ï€ Spells out roles, responsibilities and how you want to work
together. Can include timeframes, goals, etc.
15. Typical Coaching Session
ï€ Review progress so far
ï€ Agree on goal(s) for the session
ï€ Work on that goal through questions, exercises, etc.
ï€ Reflect on insights
ï€ Develop action planânext steps and time frame.
18. Goals
ï€ Define goal/outcomes to be achieved
ï€ âWhat would you like to accomplish in our work together?â
ï€ âWhat would you like to accomplish in this session?â
ï€ âWhatâs important to you in this?â
ï€ âWhat would success look like to you?â
ï€ Identify visible signs
ï€ âHow will you know that youâve achieved that goal? What will be
different? â
ï€ âHow will you know that the problem is solved?â
19. Reality
ï€ What is the current reality in relation to goals?
ï€ âWhat is happening now with that?â
ï€ âWhat is the result of that?â
ï€ âWho else is involved? How are they involved?â
ï€ âHow are you feeling about all this?â
20. Options
ï€ Explore potential options, first with questions:
ï€ âWhat have you tried so far?â
ï€ âWhat else could you do here?â
ï€ âHave you dealt with something similar before? Could
we borrow from that now?â
ï€ Then with your own suggestions:
ï€ âHave you tried. . .?â
ï€ âSomething that has worked for other people is. . . â
ï€ âWhat do you think about trying . . . ?â
ï€ âCan we build on something you said earlier and
try. . . ?â
ï€ âIâd like to try something with you if youâre OK with it. . .â
21. Will
ï€ Help your customer commit to specific action.
ï€ âNow that weâve discussed your goals and some options, which of
these do you want to try?â
ï€ How will this action help you achieve your goal?
ï€ âWhat steps do you need to take on this before our next meeting?â
ï€ âWhatâs one small thing you could do to move this forward?
ï€ âWhat help do you need from other people, including me?â
ï€ âDo you anticipate any problems making this happen? How can you
deal with those problems?â
ï€ âDo you have any fears or concerns about taking this action? How can
we address those?â
22. Tips for Implementing GROW
ï€ Goals/Reality/Options steps arenât linearâleave
room to circle around those steps and to further
clarify.
ï€ End with Will stepâwhat can the customer agree
to do? What will you do? What will his/her team do?
ï€ Focus on asking questions, effective listening
and helping the customer clarify responses,
better understand his/her goals and motivations.
ï€ Watch your impulse to tell the person what to do.
ï€ Use silenceâleave space for thinking.
25. Tips for Building Rapport
ï€ Listen with intention
ï€ Relate your own experiences and stories.
ï€ Practice âgenerous listeningââwhat is the honorable
intent in what the customer is saying?
ï€ Ask for feedback on your own performanceâwhat
can you improve?
ï€ Admit failures and mistakesâand share what youâve
learned from the experience.
ï€ Exhibit your trust in the customer and in his/her skills
and strengths.
26. Tips for Setting Goals
ï€ Ask what they want to work on and why they want itâhelp
them explore not just what, but WHY they want something.
ï€ Tie goals to valuesâwhatâs important to this person? (Not
what âSHOULDâ be important, but what IS important).
ï€ Help customer summarize the problem or issue in one simple
sentence.
ï€ Use pictures to represent goals and action steps (similar to
vision boarding)
27. Tips for Giving Feedback
ï€ Focus on strengths, what the customer has done wellâhow
can they build on this?
ï€ Ask what customer has learned from the experience and how
it might impact future behavior.
ï€ Connect to customer values, goals and prioritiesâhow did an
action impact these?
ï€ Work on suspending judgment about what customer âshouldâ
do or how he/she âshouldâ be. Help them with what is.
28. Using âChallengesâ
ï€ A challenge is a powerful request that asks the client to extend
beyond self-limiting beliefs.
ï€ Includes a specific action and a date/time for completion.
ï€ Clients can respond with yes/no or counter-offer
ï€ Examples
ï€ âI challenge you to finish that resume by tomorrow morningâ
ï€ âI challenge you to find three job openings that interest you by
Wednesday.â
29. Using Experiments
ï€ Position actions as âexperimentsââthings to âtry outâ and learn
from.
ï€ Start small and build.
ï€ Actï Reflectï Act
ï€ Debriefâwhat happened? How did that feel? What did you
learn from that experience that you can use in the future?
ï€ âWhat can you try next?â
36. Daily Question
âWhat one thing can I do today, no
matter how small, to move me in the
direction of. . . â
37. Career Mastermind Groups
ï€ Purpose: Provide ongoing accountability, ideas, support,
resources, trouble-shooting, learning.
ï€ Facilitated and co-created by members.
ï€ Staff provide structure, support, ideas
ï€ Focus is on:
ï€ Goals for the week
ï€ Progress
ï€ Troubleshooting
ï€ Just-in-time learning
38. Benefits of Group Coaching
ï€ Increased probability of achieving goals
ï€ Distribution of obstacles
ï€ Collective wisdom and multiple perspectives
ï€ Resource sharing
ï€ Diffusion of stress
ï€ Accelerated motivation
ï€ Support & challenge
39. Tips on Group Coaching
ï€ Make it differentâthis is NOT âtrainingââthis is doing!
ï€ Help job seekers own the discussion:
ï€ What problems/issues do they want to work on?
ï€ Encourage them to engage with each other, to ask questions, give
feedback
ï€ Discourage turning to you as the âexpert.â
ï€ Watch for coachable âahaâ momentsâcall attention to them
with the group.
ï€ Help them stay on track--avoid black hole discussions.
ï€ Finish with an actionââI will. . . â
40. Next Steps. . .
ï€ Observe yourselfâhow can you integrate the GROW model
into your practice with job seekers?
ï€ What is ONE strategy you can experiment with?
ï€ Talk with colleaguesâhow could you work together to try out
these strategies and learn from them?
ï€ What are YOUR assets and strengths? How can you build
on them to develop yourself as a coach?
Hinweis der Redaktion
This is a daily reminder to do something to move toward dreams or goalsâeach day the person asks this question, based on what will be happening in that day. So it might be that on one day, itâs making a phone call to someone who might be able to help with the goal. Another day it could be paying attention to what the person enjoys in their work day so that they can be clearer about the kind of work they like to do.