Research & Readings

A combination of external circumstances and personal intentions influences career transitions. Whether driven by external factors or personal aspirations, navigating a career change can be a challenging and overwhelming experience. During this transitional phase, individuals often seek support, advice, and guidance to help them navigate the path ahead.

For those considering a career as a coach, there is no better opportunity to gain a deeper understanding of the role than by engaging with a coach. Seeking a coach during this transition allows individuals to acquire practical expertise and insights and understand the empirical, evidence-based techniques that underpin effective coaching.

Transitioning from being a coachee to becoming a coach is an introspective journey that involves self-reflection, learning, and growth. Individuals can develop the necessary skills, knowledge, and understanding to successfully transition into a coaching role by working with a coach. In addition, this process enables them to cultivate their unique coaching style while drawing upon their experiences as coachees.

At Mentor Me (Aus), we recognize the significance of this transition and offer comprehensive support and guidance for individuals embarking on their journey from being a coachee to a coach. Our team of experienced coaches can provide valuable insights, practical strategies, and evidence-based techniques to support your development and growth as you transition into a coaching role.

In the field of coaching, numerous theories and models of change exist. This research essay compares and contrasts two specific theories and their applicability to coaching practice, focusing on individual coaching. The objective is to determine which theory is better suited and more adaptable to the context of individual coaching as opposed to group coaching. The two models under examination are Cognitive Behavioural Coaching, derived and adapted from Bandura's Social Cognitive Theory (Bandura, 1986), and the Transtheoretical Model of Change (TTM) developed by Prochaska and DiClemente (1984).

This research delves into their effectiveness in supporting individuals through the coaching process by exploring the similarities and differences between these two models. The Cognitive Behavioural Coaching model draws upon Bandura's Social Cognitive Theory, emphasizing the impact of thoughts, beliefs, and behaviours on personal change. On the other hand, the Transtheoretical Model of Change takes a broader perspective, considering stages of change and individual readiness to change as key factors.

Through this comparative analysis, insights will be gained regarding the strengths and limitations of each model in the context of individual coaching. The essay will comprehensively examine their applicability, efficacy, and potential for facilitating sustainable change and growth in coaching clients.

At Mentor Me (Aus), we value the importance of utilizing evidence-based theories and models of change in our coaching practice. Our experienced coaches are well-versed in various approaches and can tailor their coaching style to meet the unique needs of individuals. We are committed to empowering individuals on their journey of personal development and assisting them in achieving meaningful and lasting change.

Research and Readings - Modelling Health, Well-being, and Resilience Using the PERMA Framework.

The Australian Defence Force (ADF) comprises the Royal Australian Navy (RAN), the Australian Army, and the Royal Australian Air Force (RAAF) as its primary branches or services (Organisation structure, n.d.). With a mission to defend Australia and its national interests, the ADF plays a crucial role in advancing its security and prosperity (Our Mission, n.d.). Supporting all elements of the ADF, various cross-branch organisations provide essential services. As of June 2021, the ADF had approximately 59,569 full-time personnel, making it one of the largest organisations in Australia (Defence Annual Report 2020–21, 2021). Additionally, ancillary personnel could reach as high as 100,000 in number. On the surface, the ADF may seem to have appropriate policies and procedures in place to support its personnel's health, well-being, and resilience.

This research delves into the PERMA framework, a model developed by positive psychology researcher Martin Seligman. The PERMA framework identifies five key elements for flourishing and optimal well-being: Positive Emotions, Engagement, Relationships, Meaning, and Accomplishment. This essay explores how the ADF can integrate the PERMA framework into its policies and practices to enhance its personnel's health, well-being, and resilience.

By adopting the PERMA framework, the ADF can gain valuable insights into promoting positive emotions, fostering engagement, cultivating strong relationships, providing a sense of meaning, and encouraging personal accomplishments among its members. The essay will examine the potential benefits of incorporating the PERMA model, including increased psychological well-being, improved job satisfaction, enhanced resilience, and overall better quality of life for ADF personnel.

At Mentor Me (Aus), we recognise the significance of promoting health, well-being, and resilience in all aspects of life, including military service. Our coaches and mentors are committed to supporting individuals within the ADF and helping them thrive personally and professionally. By incorporating evidence-based frameworks like PERMA, we can assist ADF personnel in achieving greater satisfaction, resilience, and overall well-being.

This research paper offers an assessment of a coaching session conducted within the framework of the unit "Coaching for Professional Wellbeing and Resilience" (COAC5016) involving student participants. In joint sessions, each student took on the roles of both coach and client. The participants recorded their coaching sessions, allowing for a comprehensive review of their coaching performance. The evaluation of coaching skills is based on the eight elements of the Updated ICF Core Competency Model (October 2019) and the GROW coaching model described in the book "Coaching for Performance" by John Whitmore (2017).

The primary objective of the coaching session was to identify a minimum of five attributes in which the coach demonstrated proficiency based on these models. Additionally, the session aimed to highlight at least five attributes where the coach could reflect on areas for improvement within their coaching approach or practice.

By analyzing the coaching performance through the lens of established competency models and coaching frameworks, this assessment offers valuable insights into the strengths and areas of growth of the coaches involved. The paper provides a comprehensive review of the coaching session, focusing on the demonstrated competencies and opportunities for improvement.

At Mentor Me (Aus), we understand the importance of continuous improvement and self-reflection in the coaching practice. Our experienced coaches and mentors are dedicated to refining their skills and staying updated with the latest coaching methodologies. Through ongoing professional development and a commitment to excellence, we strive to deliver high-quality coaching experiences that empower individuals to reach their full potential.