Non psychological coaching model - life coaching

South American Coaching School, with precision in Chile. Find its foundation on the Ideal of Fernando Flores, former Economic Minister during the governorship of Salvador Allende. It also applies scientific and philosophical components of Heidegger's work, for example.

What is an active line of that thinking? The principle that humans achieve results based on the actions we take and that these actions correspond to the way we see the world and ourselves.

Basically, it works by making changes in a person's pattern of observation. By becoming more of an observer, this person incorporates for himself access to different actions, obtaining results that had never been achieved before. Then an ontological change occurs in man, transforming his models of explanation and analysis of things.

The coach's performance is to assist the person in achieving his goals, using language [verbal and body] for his work.

Coaching does not teach, does not direct, does not advise, it is a relationship of trust where the coach designs conversations to open new paths and enable the achievement of results.

The postulate of ontological training is based on the following three postulates:

• Humans are linguistic creatures.

• Language is the superior key to understanding human phenomena.

• Language is general [as well as descriptive].

• Language creates reality. Humans are created by and through language. It gives strength and the ability to play an active role in designing what we want to be.

The ontological training proposal has two principles:

• We do not know how things are, we only know how we observe and interpret them. Coaches use this principle to understand the interpretative world of the coachee, discovering interpretations that open doors and those that hinder their growth.

• Action creates being. Our actions allow us to transform ourselves, because through our actions we can change our reality. This principle opens the door to learning.

In short, a person learns to observe differently and, therefore, to act differently in correlation.

Pragmatic Coach [or North American school]

Its referents are Thomas Leonard [founder of ICF] and Laura Whitworth. It is results-oriented, following the principle of pragmatism or efficiency. It works by improving self-esteem, encouraging and motivating clients to act and perform at their best.

It is moving from the current situation to the desired situation. The intervention was conducted with 5 tools: informing, listening, intuiting, questioning and feedback. And the coaching conversation will have the following stages: topic, audience, reality, options and engagement.

The intervention model is called "5 X 15" and takes into account:

• 15 client frames of reference or ways of thinking extended by the coach.

• 15 coach-coworker relationship styles that speed up or slow down the process.

• 15 clarifications to improve the coach's understanding.

• 15 ways to see a problem as an opportunity.

• 15 products that coaches "gift" to their peers, improving relationships.

• 15 communication styles that increase coach effectiveness.

Humanistic Coaching

Its references are Timothy Gallwey [The Inner Game] and John Whitmore [Coaching, Performance Training]. For tennis coach Timothy Gallwey, the most important part of the game happens in the player's mind, where he plays with his obstacles.This type of coaching focuses on the client's ability to choose a better life and his inner potential to achieve it. Make him/her take charge of his/her own life and make decisions independently.

The coaching process aims to:

• Raise awareness: enable coaches to better understand themselves and their ability to determine where they want to go. It is the coach's job to make their clients aware of the potential they can develop.

• Accountability: Generate the will to achieve goals. Conversion comes through action, and action comes with accountability.

• Develop self-confidence: confidence is an open door to the development of one's potential.

The intervention follows the GROW method, which was designed by Graham Alexander in the 1980s and consists of asking a series of questions, in four stages, to guide the client towards his or her goals. In English GROW stands for development , it is used as an acronym for: Purpose of the process and session.

The GROW model

This is a structured approach that focuses on problem solving and setting various goals to achieve results.

It is divided into four stages, where a series of questions are proposed that will guide the person in pursuit of their desired point.

Stages of the GROW Model:

• GOAL [objective] >What is your challenge? >What is your goal? >Is it realistic? >Can we do it with the time we have? >What goal is most important to you right now? >How do we know you have reached your goal?

• WHAT'S HAPPENING >What's happening now? >What have you tried so far? >What do we need to meet the challenge? >What is the difficulty of the path?

• CHOICES >What are your next steps? >When? >How will you know you have achieved the desired outcome? >What might get in the way? >What support do you need? >How are you going to get there?

• COMMITMENTS >Do you have? >What are the advantages and disadvantages of each option? >What factors need to be taken into account? >Are there other alternatives to be considered?

The outcome of the model is very similar to the cultural model, but has an extra step, leading to a higher level driver thanks to the more in-depth training sessions. It is more structured and specific [it is more business-focused], with more emphasis on understanding and target analysis. In terms of its stages, the pattern is organized into.

Goal setting.

• Understanding the reasons for setting these goals.

• Analyzing the current situation, establishing the desired state.

• Establish the gap between the current situation and the goals set. Reviews and makes behavioral choices.

• Maintain motivation. came to the coach feeling excited and courageous. Support for the coach.