The greater goal tapestry

It is at this point I am beginning to see how much of the regular, everyday talk about of goals doesn’t acknowledge the theory beneath - whether that is a good thing, I am yet to have a firm opinion on. Nevertheless, in this article, Grant asserts that coaches and those coach trainers must, particularly if coaches are to understand the intricacies of the goal wheelhouse. 

In the next section of Grant’s piece, he presents an extended framework that ties together the various elements discussed in previous sections of his article, albeit with caution that the model can not possibly represent and articulate goal theory in its entirety. 

The integrative model of coach facilitated goal attainment is a tapestry of function and form. The easily recognisable self-regulation goal cycle is present, but also includes elements entitled moderators or variables, as well as an acknowledgment of organisational and individual factors that the coachee may bring into the coaching relationship. The boosted model also incorporates elements of self-determination theory in the attainment process, and beyond it.

After detailing the figure, Grant asks the inevitable question of ‘so what?’. What effect does all this knowledge have on the coaching field? This is followed by an in depth analysis of studies that compared the efficacy of two approaches of coaching - a goal centred style and a ‘common factors’ approach, similar to that which is present in counselling. Through two specific measures: a Goal-focused Coaching Skills Questionnaire (GFCSQ) and a Perceived Autonomy Support Scale (PASS), it was noted that both approaches indicate a “correlation between coaching success (via attainment of the desired outcome), but the use of goal-focused coaching style offered higher achievement in the survey measures when certain autonomy controls were present. Grant is quick to note that the common factors approach, while centred on the importance of a coaching relationship “based on trust, warmth and respect for the client’s autonomy” has lessons for all coaching relationships, a coach is often enlisted to “make purposeful and positive change in their (client’s) personal and professional lives”.

Now for my so what…

I don’t have a great deal of expertise to bring to this table right now. In reading Grant’s work slowly and with reflective intent, I have a more rigorous understanding of what theoretical foundation goals are established on, however that doesn’t alleviate the conflict I feel when I think about change. Do I need the complexity that if often entwined in goals or an understanding of goal theory to make a change in my life or practice? My initial thoughts are no, and I will go into this in depth in a future post through a metaphor that I have become beguiled by - coaching as way-finding.

Let me know what your thoughts are on any or all of what has been written here.

Until next time, go gently.

Mark 

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