The GROW model is the most influential model used in coaching. It was popularised by Sir John Whitmore in his 1992 book, “Coaching for Performance,” which became the bestselling bible of the coaching industry.

In a recent post, we listed 10 of the best people to follow on LinkedIn. Not previously mentioned, but deserving her own separate post, is Liz Ryan, the woman with the colourful pencil drawings.

As a coach, we are often faced with the challenges of getting to know how to best communicate, motivate, and influence a person. Unfortunately, we are always bound by the amount of time we can dedicate to this pursuit.

This case study looks at an Industry Association, and how we introduced a mentoring program that incorporated the DISC and Motivators profiles. The program received positive feedback and was expanded to the national reach of the Association. 

This organisation was developing a range of new products and services in view of becoming a full service financial institution. Previously, the primary focus had been lending. This represented a major change in business strategy, operations and staff training.

What follows is a small number of ‘firsts’ that have all occurred in the 20th Century. Think about this for a moment. All of these transpired in only two generations of humans, many in just a single generation.

Conducting a coaching session is infinitely easier when you are well prepared. What follows is a shortened version of a model that we have used in the past, which can help guide you when structuring a coaching program.

This is a shortened example of a mentoring model that we have used successfully to help structure a mentoring program for young leaders.