Choose a coaching model.
The end of the 20th century into the advent of the 21st century has seen GROW manifest to be the most prevalent coaching model applied by practitioners all around the world ( David et al., 2016) . It was developed by the late Sir John Whitmore during the 1990s to offer a simple coaching model that would be adaptable to solve a myriad of coaching issues that practitioners encounter. The acronyms GROW stand for Goal, Reality, Options and Will.
Explain how your chosen model is a best practice and fit for your chosen population.
This model is a best practice for the chosen population given the fact that young adults are more responsive to caching models where they are deeply involved in the decision making about the best techniques and methods to be adopted for their cases ( Campbell, 2015) . Moreover, by establishing the goal from the onset of the coaching process, the participants develop more commitment to ensure that they accomplish the goals and objectives that they identified prior to coaching ( Grant, 2016) .
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Establishing goals is vital for the chosen population given the fact that young adults are encouraged to regularly practice their decision making skills ( Grant, 2016) . Additionally, the practice is ideal for young adults due to the fact that the methods and techniques applied are in congruence with the physical, emotional, and cognitive need for individuals to be clear about the reality around them ( Campbell, 2015) . Moreover, the need for individuals to be real about the situations and circumstances fosters accountability among young adults in addition to aiding individuals in self-assessment and meditation skills which are vital for recovery ( Bishop, 2015) .
Additionally, by prompting individuals to assess the options that are most viable for them given the scope of their problem together with the goals earlier identified gives individuals a chance to participate in the formulation of their own intervention strategies ( Bishop, 2015) . This plays a critical part in ensuing that individuals are commitment to the commitment of the options that they have identified ( Campbell, 2015) . In addition to this, by identifying the willingness of individuals to ensure that the coaching process is successful in treatment of their condition, is vital given the fact that treatment demands for the willpower to go through with the intervention methods that have been identified ( David et al., 2016) . Additionally, research has delineated to the fact that the method is highly flexible which makes it ideal for dealing with young adults. This is due to the fact that ( Campbell, 2015).
Analyze the strengths and challenges of the coaching techniques.
The GROW model has been identified as being an ideal coaching model for group coaching given the fact that the task is upon the individuals to identify their goals and the means that they will use to achieve the objectives independently ( Bishop, 2015) . Moreover, the coaching model fosters and nurtures teamwork among the team members in discussing and identifying the goals and objectives of the team by the end of the coaching process ( Grant, 2016) . Additionally, the model aids the team in developing self-assessment and in identifying the strengths and weaknesses of each member of the team ( Campbell, 2015) . Furthermore, the coaching model is appropriate for one on one basis given the fact that the model gives the patient a feeling of privacy while offering them a chance to delve into the best intervention methods ideal for both their realities and goals.
Moreover, scholars have revealed the fact that the approach is simple enough to be flexible to suit the needs of a wide variety of patients with a myriad of diverse issues and conditions ( Bishop, 2015) . However, one disadvantage of the model has been the focus on adherence to the model techniques as opposed to working with the client to identify the most ideal approach and intervention strategy for their condition ( David et al., 2016) . While the strategy proves effective when it used for groups, practitioners have admitted that the strategy does not prove to be equally effective for all members of the team given the fact that some issues may be overlooked due to the prioritization of some goals over other goals.
Discuss what you need to learn more about for your coaching career.
I recognize that there is a growing need for me to enhance the ability to communicate with others in addition to the need to significantly understand the issues that different individuals face on a daily basis. Communication encompasses the mastery of skills of guiding and controlling conversations with patients while still maintaining the independence and freedom of the client to fully express their emotions ( Campbell, 2015) . This plays a critical role in ensuring that the information acquired from the patient is beneficial for both the practitioner and the client especially during the formulation of the goals together with options for achieving them ( Bishop, 2015) .
Additionally, there is the need for ensuring there is continuous research and learning pertaining to the most ideal and recently recommended evidence based practices in the application of the GROW coaching model ( Campbell, 2015) . Given the ever growing field of counselling psychology, a wide array of bodies together with independent researchers regularly experiment and report on the most ideal methods to be applied during coaching ( Grant, 2016) . Adoption of these recommendations is bound to not only ensure that practitioners stay updated on the latest practices but also that patients are accorded with the highest standards and levels of care and treatment ( David et al., 2016) . Moreover, adoption of proven practices increases the propensity of patients to achieve their goals together with improving the outcomes of given interventions and strategies that are applied for different conditions. It is vital for practitioners to constantly self-assess to ensure that they constantly improve the quality of the services that they offer to individuals.
References
Bishop, J. (2015, January). An investigation into the extent and limitations of the GROW model for coaching and mentoring online: Towards' prosthetic learning'. In Proceedings of the International Conference on e-Learning, e-Business, Enterprise Information Systems, and e-Government (EEE) (p. 125). The Steering Committee of The World Congress in Computer Science, Computer Engineering and Applied Computing (WorldComp).
Campbell, J. (2015). Framework for Practitioners 2: The GROWTH Model. Coaching in Professional Contexts , 235.
David, S. A., Kauffman, C., & Whitmore, J. (2016). GROW Grows Up: From Winning the Game to Pursuing Transpersonal Goals. In Beyond Goals (pp. 277-292). Routledge.
Grant, A. M. (2016). New perspectives on goal setting in coaching practice: An integrated model of goal-focused coaching. In Beyond Goals (pp. 87-116). Routledge.
