Coaching for Performance: Growing People, Performance and Purpose
Sir John Whitmore
Nicholas Brealey Publishing (March 2002)
In this highly influential book, Sir John Whitmore describes what he believes coaching is, how it can be used, and the skills required for coaching. Whitmore also outlines his GROW model which can be used both in a personal, corporate and team context.
- Chapters 1 to 4 explore what coaching is
- Chapters 5 and 6 look at the skills of questioning
- Chapters 7 to 10 introduce Whitmores GROW model - Goals, Reality, Options
and Will
Subsequent chapters discuss a range of topics - including motivation, coaching the corporation, feedback and assessment and coaching teams. Whitmore also includes chapters on emotional intelligence and spirtual intelligence and their relation to coaching.
This book is underpinned by Whitmore's belief in the values and potential of coaching and his emphasis on the performance-related, psychological principles on which he believes coaching is based. In this third edition, Whitmore explains more fully the principles of coaching and illustrates them with simple analogies both from business and sport.
This is an accessible and clearly written book which gives an invaluable introduction to the principles of coaching and the widely used GROW model. Each of the elements of the GROW model are carefully delineated with supporting coaching questions. This book is useful for all new coaches and managers using coaching skills in performance management - particularly, if they would like a model to complement outcomes based coaching models they may be aready be using in business or corporate coaching.
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Author: © Sonia Thomas, December 2007
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This is an accessible and clearly written book which gives an invaluable introduction to the principles of coaching and the widely used GROW model. Each of the elements of the GROW model are carefully delineated with supporting coaching questions. This book is useful for all new coaches and managers using coaching skills in performance management - particularly, if they would like a model to complement outcomes based coaching models they may be aready be using in business or corporate coaching.
