[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-159329-105":59,"doc-detail-159329-en":131},{"code":4,"msg":5,"data":6},0,"success",[7,13,18,23,28,33,38,43,48,51,55],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},1,"Document","Story & Novel",90,"story-novel",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":16,"slug":17},2,"Literature",80,"literature",{"id":19,"doc_module":4,"doc_module_name":9,"category_name":20,"show_sort_weight":21,"slug":22},4,"Exam",70,"exam",{"id":24,"doc_module":4,"doc_module_name":9,"category_name":25,"show_sort_weight":26,"slug":27},5,"Comic",60,"comic",{"id":29,"doc_module":4,"doc_module_name":9,"category_name":30,"show_sort_weight":31,"slug":32},6,"Technology",50,"technology",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":36,"slug":37},7,"Healthcare",40,"healthcare",{"id":39,"doc_module":4,"doc_module_name":9,"category_name":40,"show_sort_weight":41,"slug":42},8,"Research & Report",30,"research-report",{"id":44,"doc_module":4,"doc_module_name":9,"category_name":45,"show_sort_weight":46,"slug":47},9,"Religion & Spirituality",20,"religion-spirituality",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":49,"show_sort_weight":46,"slug":50},"World Cup","world-cup",{"id":52,"doc_module":4,"doc_module_name":9,"category_name":53,"show_sort_weight":52,"slug":54},10,"Lifestyle","lifestyle",{"id":56,"doc_module":4,"doc_module_name":9,"category_name":57,"show_sort_weight":24,"slug":58},19,"General","general",{"code":4,"msg":60,"data":61},"ok",{"site_id":62,"language":63,"slug":64,"title":65,"keywords":66,"description":67,"schema_data":68,"social_meta":124,"head_meta":126,"extra_data":128,"updated_unix":130},105,"en","implementation-of-coaching-using-the-grow-model-approach-in-cpns-training-descriptive-quantitative-study-on-latsar-2022","Implementation of Coaching Using the GROW Model Approach in CPNS Training - Descriptive Quantitative Study on Latsar 2022","","This research explains how coaching using the GROW model is implemented in basic training for prospective civil servants at Puslatbang PKASN under LAN. A descriptive quantitative survey was conducted with students and alumni, focused on participants of the Basic Leadership Training (Latsar) in 2022. Results show coaching with the GROW model was effectively carried out: coaches supported trainees in understanding their goals, examining current realities, exploring options, and building commitment for desired outcomes through the actualization learning process. Challenges remain in both technical and non-technical aspects, including hybrid virtual coaching arrangements.",{"@graph":69,"@context":123},[70,84,106],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/implementation-of-coaching-using-the-grow-model-approach-in-cpns-training-descriptive-quantitative-study-on-latsar-2022/159329/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/implementation-of-coaching-using-the-grow-model-approach-in-cpns-training-descriptive-quantitative-study-on-latsar-2022/159329.png","ImageObject",300,407,{"name":92,"@type":93},"Alex Sinclair","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-08","2026-08-29",true,{"@type":102,"interactionType":103,"userInteractionCount":105},"InteractionCounter",{"@type":104},"ViewAction",12,{"@type":107,"mainEntity":108},"FAQPage",[109,115,119],{"name":110,"@type":111,"acceptedAnswer":112},"What is the purpose of coaching in this CPNS training context?","Question",{"text":113,"@type":114},"Coaching aims to support Latsar participants in improving learning and performance by clarifying goals, assessing reality, exploring options, and building commitment to achieve desired outcomes.","Answer",{"name":116,"@type":111,"acceptedAnswer":117},"How does the GROW model structure the coaching process in the study?",{"text":118,"@type":114},"The model is implemented through Goal, Reality, Options, and Will stages, where coaches guide participants from goal setting and situation clarification to alternative exploration and action commitment.",{"name":120,"@type":111,"acceptedAnswer":121},"What challenges were identified despite the effective coaching implementation?",{"text":122,"@type":114},"Technical and non-technical challenges were reported, particularly linked to the virtual hybrid coaching format used in the training.","https://schema.org",{"og:url":83,"og:type":125,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":127,"canonical":83},"index,follow",{"doc_id":129,"site_id":62},159329,1788016440,{"code":4,"msg":5,"data":132},{"doc_id":129,"user_id":133,"nickname":92,"user_avatar":134,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":135,"file_id":136,"file_url":137,"file_type":138,"file_size":139,"view_count":105,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":44,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":130,"read_time":144},1099523882182,"https://ap-avatar.wpscdn.com/davatar_6f874abed73319feea01a86fa6f0fab8","Implementation of Coaching Using the GROW Model Approach in CPNS Training  \nEdah Jubaedah1, Tetty Kurniati2  \n{[edah.jubaedah@poltek.stialanbandung.ac.id](edah.jubaedah@poltek.stialanbandung.ac.id1)[1](edah.jubaedah@poltek.stialanbandung.ac.id1), [tetty.kurniati@poltek.stialanbandung.ac.id](tetty.kurniati@poltek.stialanbandung.ac.id2 })[2](tetty.kurniati@poltek.stialanbandung.ac.id2 })[ }](tetty.kurniati@poltek.stialanbandung.ac.id2 })[ ](tetty.kurniati@poltek.stialanbandung.ac.id2 })Politeknik STIA LAN Bandung, Bandung, Indonesia1,2  \nAbstract. This research aims to explain the implementation of the coaching model in the basic training for prospective civil servants, conducted at the Center for Training and Development of Competency for State Civil Apparatus (Puslatbang PKASN) under the National Institute of Public Administration (LAN) . The research used a descriptive quantitative approach with a survey method involving students and alumni, particularly those participating in the Basic Leadership Training (Latsar) in the year 2022. The research findings revealed that coaching, employing the GROW model in Latsar CPNS, has been effectively implemented. Throughout each stage of the model, Widyaiswara, as a coach, has assisted Latsar participants in comprehending their goals, evaluating existing conditions, exploring alternative choices, and fostering commitment to achieving their desired outcomes from the actualization learning process. Despite the successful implementation of coaching in Latsar CPNS, there are still technical and non-technical challenges encountered, both by the coaches and the Latsar CPNS participants as coachees.  \nTechnical challenges in Latsar CPNS implementation are linked to the virtual coaching format, as the training utilizes a hybrid approach combining offline (outside the network)  \nand online (virtual) patterns.  \nKeywords: Coaching, GROW Model, Pre-service Training  \n1 Introduction  \nCoaching is one of the methods in human resource development that is widely applied in organizations today. Since 2006 in the United States, coaching has gained popularity in the United States as a preferred approach in human resource learning within organizations [1] . Generally, coaching is defined as a method to improve skills, performance, and individual development. More specifically, coaching is a systematic process to assist individuals in exploring issues, setting goals, developing action plans, taking necessary actions, monitoring and evaluating the extent to which these actions can help individuals achieve their goals [2] .  \nVarious research findings indicate various impacts of coaching methods on both organizations and individuals. The implementation of coaching programs has indirect effects on organizations, such as increased performance, productivity, sales [3], reduced staff turnover [4], improves financial outcomes and the achievement of goals or targets [5] . Additionally, coaching programs also influence employees' perceptions of their organization, such as employees'perceptions of the effectiveness of supervisors and organizational support in improving workfamily balance [6] . However, it is acknowledged that scientific evidence demonstrating the  \nICAS 2023, November 29, Bandung, Indonesia Copyright © 2024 EAI  \nDOI 10.4108/eai.29-11-2023.2347777  \neffectiveness of coaching programs for organizations is still limited [7] and requires further empirical evidence with appropriate research methods [8] .  \nCoaching, based on various research findings, also has an impact on individual employees themselves. Some research in the sales sector indicate that the implementation of coaching programs affects the performance of sales personnel [9] . In Malaysian companies, coaching, accompanied by recognition and acknowledgment from the organization, positively influences employee performance [10] . Literature reviews on research results related to the impact of coaching on individual employees identify various in","cbCaidXGqKAZlilW","https://ap.wps.com/l/cbCaidXGqKAZlilW","pdf",281612,"English","# Introduction\n## Coaching in Human Resource Development\n## Research Background and Evidence\n## The GROW Model in Coaching\n# GROW Model Stages and Implementation","[{\"question\":\"What is the purpose of coaching in this CPNS training context?\",\"answer\":\"Coaching aims to support Latsar participants in improving learning and performance by clarifying goals, assessing reality, exploring options, and building commitment to achieve desired outcomes.\"},{\"question\":\"How does the GROW model structure the coaching process in the study?\",\"answer\":\"The model is implemented through Goal, Reality, Options, and Will stages, where coaches guide participants from goal setting and situation clarification to alternative exploration and action commitment.\"},{\"question\":\"What challenges were identified despite the effective coaching implementation?\",\"answer\":\"Technical and non-technical challenges were reported, particularly linked to the virtual hybrid coaching format used in the training.\"}]","Implementation of Coaching Using the GROW Model Approach in CPNS Training - Descriptive Quantitative Study on Latsar 2022 | PDF",23]