COSERE | 155 4. Way Forward: • Explanation: Establish a specific plan of action and commitment. • Application: ◊ Develop a clear action plan with specific steps, milestones, and timelines. ◊ Ensure the coachee commits to implementing the identified actions and tracks progress toward the desired outcome. ◊ Example Action: Collaborate with the coachee to create a structured plan with actionable steps and measurable milestones. Practical Example: Coaching Scenario: An individual aiming to transition to a leadership role within their organisation. • 1. Desired Outcome: ◊ Coachee’s Goal: To secure a leadership position within the next 12 months. ◊ Coach’s Role: Work with the coachee to define specific criteria for the leadership role and outline clear objectives for achieving it. • 2. Current Reality: ◊ Coachee’s Assessment: Lacks experience in leading teams and needs to develop specific leadership skills. ◊ Coach’s Role: Assist the coachee in evaluating their current skills and competencies against the requirements of a leadership role. • 3. Explore Options: ◊ Coachee’s Ideas: Enrol in leadership development programs, seek a mentor, and take on leadership-related projects. ◊ Coach’s Role: Support the coachee in exploring different avenues and evaluating their potential effectiveness in reaching the desired leadership position. • 4. Way Forward: ◊ Coachee’s Plan: Commit to enrolling in a leadership course, identifying a mentor, and volunteering for leadership projects within the organisation. ◊ Coach’s Role: Collaborate on creating a detailed plan with specific actions and timelines to support the coachee’s journey towards the leadership role. Applying the Outcome-Oriented Coaching Model involves guiding the coachee through these stages, focusing on the clear definition of outcomes, assessing the current situation, exploring options, and establishing a plan of action to achieve the desired result.
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