Growth Navigator

Coaching Canvas Model

The “Growth Navigator” coaching canvas model is a comprehensive tool that guides the coachee through setting and achieving their goals. It encourages self-reflection, planning, and accountability, making it a powerful personal and professional development tool.

Here’s a breakdown of each section with example questions and a hypothetical example for each:

Goal: 

The goal is the desired outcome or results the coachee wants. Setting a clear, specific goal is crucial because it provides direction and a benchmark against which progress can be measured. A well-defined plan should be SMART (Specific, Measurable, Achievable, Relevant, Time-bound) to ensure it’s realistic and attainable within a set timeframe.

This section is where the coachee identifies what they want to achieve. Ensuring the goal is specific, measurable, achievable, relevant, and time-bound (SMART) is essential.

• Example Question: What is the specific outcome you want to achieve?
• Example: Increase team productivity by 20% within the next six months.

Here are a few more Example Questions for goal setting:

• What is the ultimate outcome you want to achieve?
• How does this goal align with your broader personal or professional objectives?
• What makes this goal important to you right now?

Measure of Success: 

These criteria will be used to assess whether the goal has been achieved. It’s essential to establish this so that there’s a clear understanding of success. The measure of success should be directly related to the goal and quantifiable or observable. This could be a numerical target, a specific event, or a noticeable change in behaviour or circumstances.

This is how the coachee will know they’ve achieved their goal. It should be quantifiable or observable.

• Example Question: How will you know when you have achieved your goal?
• Example: Team productivity metrics show a 20% improvement.

Few more Example Questions for having a clear understanding of measures of success:

• How will you track your progress towards your goal?
• What milestones can you set along the way to your goal?
• How will you know if you are off track?

Behaviour: 

This section focuses on the behaviours that the coachee needs to change or develop to achieve their goal. This could involve stopping unhelpful behaviours, starting new ones, or improving existing ones. It’s essential to identify these behaviours because they are the actions that will drive the achievement of the goal.

This section identifies the behaviours that need to be changed or developed to achieve the goal.

• Example Question: What behaviours must you change or develop to reach your goal?
• Example: Improve time management and delegation skills.

Here are a few more Example Questions for understanding the importance of the behaviour of the coachee:

• What behaviours are currently hindering your progress towards your goal?
• What new behaviours could accelerate your progress?
• How can you start incorporating these behaviours into your daily routine?

The “Behaviour” section is broken down into “Needs,” “Wants,” “Values,” and “Beliefs.” Here’s how each of these components can be understood and some example questions for each:

Needs: 

These are the essential requirements that the coachee must have fulfilled to achieve their goal. Needs can be tangible (resources or skills) or intangible (support or motivation).

Example Questions:

• What do you absolutely need to have or do to achieve your goal?
• How can you ensure these needs are met?

Wants: 

These are the things that the coachee desires to have but are optional for achieving the goal. Identifying wants can motivate the coachee and make the journey towards the goal more enjoyable.

Example Questions:

• What are some things you’d like to have or do as you work towards your goal?
• How might fulfilling these wants enhance your journey towards your goal?

Values: 

These are the coachee’s principles or standards of behaviour. Understanding values can help ensure that the goal and the path to achieving it are aligned with what the coachee believes is essential.

Example Questions:

• What values are most important to you in relation to your goal?
• How can you ensure your actions towards your goal align with these values?

Beliefs: 

These are the things that the coachee accepts as true or real. Beliefs can significantly influence behaviour, so it’s essential to identify any beliefs that might help or hinder progress towards the goal.

Example Questions:

• What beliefs do you hold that might impact your progress towards your goal?
• Are there any beliefs you need to challenge or change to achieve your goal?

By breaking down the “Behaviour” section, the “Growth Navigator” coaching canvas model provides a more nuanced understanding of the factors influencing the coachee’s actions. This can facilitate more effective behaviour change and enhance the coachee’s ability to achieve their goal.

Meaning: 

This section delves into the significance of the goal to the coachee. Understanding why the goal is important can provide powerful motivation for the coachee. It can also help the coach to support the coachee better if they understand the deeper reasons behind the goal.

This section explores the significance of the goal to the coachee. It helps to understand the motivation behind the goal.

• Example Question: Why is this goal important to you?
• Example: To enhance team performance and create a more efficient work environment.

Here are a few more Example Questions for understanding the importance of gaol for coachee:

• How does achieving this goal align with your values?
• How will achieving this goal impact your life?
• What personal satisfaction will you gain from achieving this goal?

What to Address Now: 

This section identifies the most immediate actions or issues that must be addressed. These are the most urgent things that could have the most significant impact on progress towards the goal. The coachee can start progressing immediately by identifying and addressing these issues early.

This section identifies immediate actions or issues that must be addressed to achieve the goal.

• Example Question: What is the most pressing issue or action that needs to be addressed right now?
• Example: Implement a new project management tool to track better and delegate tasks.

Here are a few more Example Questions for helping the coachee to come up with quick actions:

• What is one thing you can do today to move closer to your goal?
• What obstacles are currently standing in your way?
• What immediate changes need to be made?

Plan of Action: 

This section outlines the steps the coachee will take to achieve their goal. A good action plan breaks the goal into manageable tasks and sets a timeline for each. This helps to make the goal seem more achievable and provides a clear path to follow.

This section outlines the steps the coachee will take to achieve their goal.

• Example Question: What steps will you take to achieve your goal?
• Example: Research project management tools, choose the most suitable one, train the team to use them, and monitor their effectiveness.

Here are a few more Example Questions for having a clear understanding of success planning:

• What are the key steps you need to take to reach your goal?
• How can you break these steps down into manageable tasks?
• What is your timeline for each step?

The “Plan of Action” section. Breaking it down into “What to Do” and “When” can provide a more precise roadmap for the coachee. Here’s how each of these components can be understood and some example questions for each:

What to Do: 

This is the specific set of actions or tasks the coachee must undertake to achieve their goal. These actions should be concrete, actionable, and directly related to the goal.

Example Questions:

• What are the specific actions you need to take to achieve your goal?
• How do these actions contribute to your goal?

When: 

This is the timeline or schedule for when each action or task will be undertaken. Having a clear timeline helps keep the coachee on track and can also help measure progress towards the goal.

Example Questions:

• When will you start each action?
• What is your timeline for completing each action?

By breaking down the “Plan of Action” section, the “Growth Navigator” coaching canvas model provides a more structured and time-bound approach to goal achievement. This helps maintain momentum, enhance accountability, and increase the likelihood of success.

Resources for Success: 

This section identifies the resources that the coachee needs to achieve their goal. Resources could include people (such as mentors, colleagues, or support staff), tools (such as software, equipment, or facilities), information (such as research, data, or expert advice), and personal resources (such as time, energy, or skills).

This section identifies the resources (people, tools, information, etc.) the coachee needs to achieve their goal.

• Example Question: What resources do you need to achieve your goal?
• Example: Access to project management tools, time for training, and cooperation from the team.

Here are a few more Example Questions for thinking through resources for success:

• Who can support you in achieving your goal?
• What tools or resources could help you?
• What skills or knowledge do you need to acquire?

Potential Barriers: 

This section identifies potential obstacles or challenges preventing the coachee from achieving their goal. By anticipating these barriers, the coachee can develop strategies to overcome them or mitigate their impact. This can also help to build resilience, as the coachee is prepared for difficulties and setbacks.

This section identifies potential obstacles preventing the coachee from achieving their goal.

• Example Question: What potential obstacles might you encounter in achieving your goal?
• Example: Resistance from the team, learning curve with the new tool, time constraints.

Here are a few more Example Questions for having a clear understanding of potential barriers:

• What could potentially stop you from achieving your goal?
• How can you overcome these barriers?
• What contingency plans can you put in place?

Supporting Factors: 

This section identifies the factors that can support the coachee in achieving their goal. These could be internal factors (such as strengths, skills, or positive attitudes) or external factors (such as supportive people, helpful resources, or favourable circumstances). By recognising and leveraging these supporting factors, the coachee can enhance their chances of success.

This section identifies the factors that can support the coachee in achieving their goal.

• Example Question: What factors or resources can support you in achieving your goal?
• Example: Support from upper management, a cooperative team, and previous experience with similar tools.

Here are a few more Example Questions for identifying supporting factors to achieve the set goal:

• What strengths or skills do you have that can help you achieve your goal?
• Who in your network can support you?
• What external factors could facilitate your progress?

Methods of Accountability: 

This section outlines how the coachee will hold themselves accountable to their goal and action plan. Accountability is necessary because it helps to maintain commitment and motivation. Methods of accountability include regular check-ins with a coach or mentor, tracking progress in a visible place, setting reminders for tasks, or making a public commitment to the goal.

This section outlines how the coachee will hold themselves accountable to their goal and action plan.

• Example Question: How will you hold yourself accountable for achieving your goal?
• Example: Regular check-ins with a mentor, tracking progress in a visible place, and setting task reminders.

Few more Example Questions for having a clear understanding of measures of success:

• How will you keep yourself accountable to your plan of action?
• Who else can help keep you accountable?
• How will you celebrate or reward your progress?

Realisation: 

This section is for reflection and learning. It’s where the coachee identifies what they’ve learned through the process and how they’ve grown. This is an essential part of personal and professional development, as it helps the coachee to recognise their achievements, gain insights, and build confidence. It also provides valuable feedback that can inform future goals and plans.

This section is for reflection and learning. It’s where the coachee identifies what they’ve learned and how they’ve grown.

• Example Question: What have you learned from this process? How have you grown?
• Example: I’ve learned the importance of effective delegation and time management. I’ve grown in my ability to lead my team and manage projects more efficiently.

Few more Example Questions for having a clear understanding of measures of success:

• What have you learned about yourself through this process?
• How have you grown or changed as a result of pursuing this goal?
• How can you apply these learnings to future goals or challenges?

Here is How I Use the “Growth Navigator” coaching canvas mode As a Coach:

I use the “Growth Navigator” coaching canvas model as a structured framework to guide my coaching sessions. Here’s a step-by-step guide on how you as a coach might want to use this model:

• Introduction to the Model: I begin by introducing the model to the coachee. Explaining each section and its purpose. Make sure the coachee understands that the process is flexible and can be adapted to their unique needs and goals.

• Goal Setting: I start with the “Goal” section. I ask the coachee to identify a specific, measurable, achievable, relevant, and time-bound (SMART) goal. I use probing questions to help the coachee clarify their goal.

• Exploring the Goal: I move through the other sections of the model, asking questions to help the coachee explore their goal in depth. This could involve identifying the behaviours they need to change or develop, the resources they need, the potential barriers they might face, and so on.

• Creating a Plan of Action: This help the coachee to create a detailed plan of action, breaking down what they need to do and when. I make sure the plan is realistic and achievable, and that it aligns with the coachee’s needs, wants, values, and beliefs.

• Implementing the Plan: I support the coachee in implementing their plan of action. This could involve regular check-ins to monitor progress, providing feedback and encouragement, and helping the coachee adjust their plan as needed.

• Reflection and Learning: I use the “Realisation” section to facilitate reflection and learning. By asking the coachee to reflect on what they’ve learned, how they’ve grown, and how they can apply these insights to future goals.

How “Growth Navigator” coaching canvas model is connected with the coaching markers outlined by the International Coaching Federation (ICF)

The International Coaching Federation (ICF) has outlined a set of core competencies that professional coaches should possess. These competencies are grouped into four domains: 

1. Foundation
2. Co-Creating the Relationship
3. Communicating Effectively
4. Learning and Results.

The “Growth Navigator” coaching canvas model aligns well with these competencies in the following ways:

• Foundation: This domain includes understanding and consistently applying coaching ethics and standards, and maintaining a coaching mindset. The “Growth Navigator” model is designed to be used within the ethical guidelines of coaching, and its structured approach encourages a coaching mindset.

• Co-Creating the Relationship: This domain includes establishing and maintaining a coaching agreement, building trust and safety, and maintaining a coaching presence. The “Growth Navigator” model helps to establish a clear coaching agreement by setting out the goal, plan of action, and methods of accountability. The process of working through the model can also help to build trust and maintain a coaching presence.

• Communicating Effectively: This domain includes active listening, powerful questioning, and direct communication. The “Growth Navigator” model encourages active listening as the coach guides the coachee through each section, and it provides a framework for powerful questioning. The clear structure of the model also facilitates direct communication.

• Learning and Results: This domain includes facilitating learning and results, managing progress and accountability. The “Growth Navigator” model is designed to facilitate learning and results, with sections dedicated to planning actions, identifying resources and barriers, and reflecting on growth and learning. The model also emphasizes the importance of accountability, with a section dedicated to methods of accountability.

So, the “Growth Navigator” coaching canvas model aligns well with the ICF’s core competencies and can be a valuable tool for coaches seeking to uphold these competencies in their practice.

Adapting the “Growth Navigator” coaching canvas model: 

Depending on the coachee’s needs, you might choose to add additional sections to the model, such as “Skills Development,” “Feedback and Evaluation,” “Well-being,” “Networking and Relationships,” “Personal Branding,” or “Continual Learning.”

Remember, the key to effective coaching is a strong coach-coachee relationship. The “Growth Navigator” model is a tool to facilitate this relationship, but it should be used in a way that respects the coachee’s autonomy, values, and individuality. The coach’s role is to guide and support the coachee, not to dictate their path.

What could be Potential Drawbacks or Limitations of the “Growth Navigator” coaching canvas model?

While the “Growth Navigator” coaching canvas model is a comprehensive and flexible tool, like any model, it may have potential drawbacks or limitations. Here are a few to consider:

• Overemphasis on Structure: While the structured approach of the “Growth Navigator” can provide a clear path towards goal achievement, it may not be suitable for all coachees. Some individuals may prefer a more fluid, organic approach to coaching that allows for more spontaneity and exploration.

• Potential for Overwhelm: The “Growth Navigator” model covers many areas and asks many questions. This could potentially be overwhelming for some coachees, particularly those who are new to coaching or who have complex or challenging goals.

• Requires Self-Reflection and Honesty: The effectiveness of the “Growth Navigator” model relies heavily on the coachee’s ability and willingness to engage in deep self-reflection and to be honest with themselves. If a coachee struggles with this, they may not fully benefit from the model.

• Not a Substitute for a Coach: While the “Growth Navigator” model can be a valuable tool for self-coaching, it is not a substitute for a professional coach. A coach can provide valuable insights, feedback, and support that a model alone cannot provide.

• May Not Address All Aspects of a Coachee’s Life: While the “Growth Navigator” model covers many areas, it may not address all aspects of a coachee’s life or situation that could impact their goal achievement. For example, it does not explicitly address areas like emotional well-being, relationships, or broader life circumstances.

Despite these potential limitations, the “Growth Navigator” model can still be a valuable tool in many coaching scenarios. It’s important for coaches to be aware of these limitations and to adapt the model as needed to best serve the needs of each coachee.

Considering all this…

The “Growth Navigator” coaching canvas model is a comprehensive and structured personal and professional development approach. It guides individuals through setting clear, meaningful goals, identifying the behaviours and resources needed to achieve them, and planning actionable steps towards their realisation.

The model also encourages individuals to anticipate potential barriers and identify supporting factors, fostering resilience and adaptability. It emphasises the importance of accountability in maintaining commitment and motivation, and it promotes reflection and learning, enabling individuals to recognise their growth and apply their insights to future challenges.

By asking the right questions at each stage of the process, coaches can facilitate deep self-exploration and empower individuals to take ownership of their development. The “Growth Navigator” is, therefore, a powerful tool for coaches, offering a flexible and adaptable framework that can be tailored to the unique needs and goals of each coachee.

Whether used in a professional context to enhance performance and leadership skills or in a personal context to foster personal growth and life satisfaction, the “Growth Navigator” coaching canvas model has the potential to facilitate meaningful change and help individuals navigate their path to success.

FAQs about the “Growth Navigator” coaching canvas model:

1. What is the “Growth Navigator” coaching canvas model?

The “Growth Navigator” is a structured framework designed to guide individuals through the process of setting and achieving personal or professional goals. It includes sections for defining the goal, identifying necessary behaviours and resources, planning actionable steps, and reflecting on growth and learning.

2. Who can use the “Growth Navigator” model?

The “Growth Navigator” model can be used by anyone seeking to achieve a personal or professional goal. It’s particularly useful for coaches as a tool to guide their coaching sessions, but it can also be used by individuals for self-coaching.

3. How do I use the “Growth Navigator” model?

Start by defining your goal in the “Goal” section. Then, move through each section of the model, answering the questions and filling in the relevant information. Use the model as a guide to develop a detailed plan of action and to reflect on your progress and learning.

4. Can the “Growth Navigator” model be adapted?

Yes, the “Growth Navigator” model is designed to be flexible and adaptable. Depending on your unique needs and goals, you might choose to focus more on certain sections, add additional sections, or modify the questions.

5. Who developed the “Growth Navigator” coaching canvas model?

The “Growth Navigator” coaching canvas model is developed by Amol Ghemud

6. What if I don’t know the answers to some of the questions in the model?

That’s okay. The purpose of the model is to guide your thinking and help you explore your goal in depth. If you don’t know the answer to a question, it might indicate an area that you need to explore further. You can also seek support from a coach or mentor.

7. How can the “Growth Navigator” model help me achieve my goal?

The “Growth Navigator” model provides a structured approach to goal setting and achievement. It helps you clarify your goal, identify the actions and resources needed to achieve it, anticipate potential barriers, and reflect on your growth and learning. By working through the model, you can develop a detailed and actionable plan towards your goal.

8. How often should I use the “Growth Navigator” model?

The frequency of use can vary depending on your goal and your progress. You might use the model at the start of a new goal, and then revisit it periodically to track your progress, adjust your plan, and reflect on your learning. Regular check-ins with a coach or mentor can also be beneficial.