How to self -coach using the PRIDE MODEL for coaching
Five steps to approach coaching when there is no coach
"Great men are little men expanded: great lives are ordinary lives intensified."
WILFRED A PETERSON
Most people don't really understand the tenets or the discipline of coach or coaching. What is coaching? From my point of view is the ability to help individuals or organisation to do more of what they will ordinarily achieve through the help of a mentor of teacher who skillfully facilitates the process of moving their ideas forwards towards the realization of their desire short -term, medium term or long term goals. Coaching helps to bring the best out of people who are ordinary and would want to achieve extraordinary goals. The outcome is mastery of a particular discipline or experience.
Most achievers have the habit of hiring coaches to help them to achieve more in different areas of their lives. But what can you do in the absence of the means to hire a coach. Would you allow your life to just move on without significant? Or will you look for models that have been tested to help you move from your problem to solution or from your dream to reality. Either way , the choice is yours! However, this articles is aimed at describing five levels of important questions you need to ask using the PRIDE MODEL (Doherty and Thompson, 2007) for coaching. Knowing the model is one thing but taking action on the knowledge will benefit you more.
What is PRIDE MODEL all about?
It's made of five steps which makes up the acronym PRIDE. It's described as folows.
How do you implement the PRIDE model?
The basis for using this model is being able to ask very important questions. There is the possibilty that you can develop other versions of this model based on the questions asked. Remember that questions results in challenging our perspectives abut our present circumstance. Being able to develop good questions with purpose helps to develop new percepts concerning the challenge we are facing. The questions asked in this article are those expressed by Catherin Doherty and Jean Thompson in their book : Teach Yourself Leadership.
Purpose What is the higher purpose for resolving this matter?
Waht is the ultimate reason for doing this activity?
What is the outcome that you want?
What are your goals?
As you can see from this question, the 'what' question probes you innermost motive for the activity that you want to carry out. This question challenge your belief and value and therefore your deep enshrined idea and your behaviour.
Reality What is happening now?
Involve your senses; describe what toy see, hear and feel now.
What is working?
What is not working?
How big or small is the issue?
What is the scale?
Where does this thing happen, when and who is involved?
This question helps you to make sense of the situation. Making sense is an internal construct. Look carefully at the gradation of questions - 'what', 'how', 'where' and 'when' and 'who'?
it has to deal with the reality of this challenge and has to look at all it's attributes - behaviors, process, environment, time and space as well as relationship with others.
Ideas Come up with atleast three different ideas or options for how you could deal with them; if you were resolving it.
- Do nothing
This idea focuses on sifting the best idea an aspect of harvesting the best ideas from a brainstorming session.
Decide Evaluate what different ideas could give you. Figure out which one ( or combination) will meet your higher purpose the best. What will serve you best and what will give will it give you?
Decision step is very important. Observe the link between decision and you initial purpose. Good decision making focuses on three things - what you focuses on, the value on what you focuses on and what you want to do with the outcome. There must be an action or commitment to a decision.
Execute Execute your plan. Imagine the first step you are going to take. What specifically will you do to get the ball rolling?
Can you imagine having the commitment to do this, the enthusiasm and the motivation to see it through? If not what does it need?
Fig. 1 A SAMPLE OF PRIDE MODEL FOR COACHING (Adapted from Doherty and Thompson, 200; with modifications)
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