GROW Model

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What actions need to be taken to start the journey?Install progress measurement processesAllow coachee to drive the processCelebrate successes on the journey

AY FORWARD

What options can bridge the gap?Invite their suggestions for action and involvementWhich options would be most applicable to achieve the goal?Work on the best one, offering advice as necessary

PTION

What's the current position?Invite self-assessmentAvoid or check assumptionsAnalyse gap between now and future states

EALITY

Set short and long term aimsAgree specific objectives, goals or targetsAgree on why they are goals to be aimed forIdentify the purpose behind the goal

OAL

Originally developed by Sir John Whitmore, the GROW model was used in a sporting context before being utilised in business settings

the four stages of the

GROW Model

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ELSA

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Help your team member brainstorm as many good options as possible. Then, discuss these and help them decide on the best ones.By all means, offer your own suggestions in this step. But let your team member offer suggestions first, and let them do most of the talking. It's important to guide them in the right direction, without actually making decisions for them.Typical questions that you can use to explore options are as follows:What can you do to change?What do you need to do more or less of?Have you seen others do this well?- if so how do they do it?What can you control?What can you change that will have the biggest impact?

Show genuine interest

3. Explore the Options

Be prepared to be silent

Show understanding

Focus on positives

What action will you take?When will you take it?What might get in the way?What support/preparation do you need?How committed are you on a scale of 1 to 10?- Why?

4. Establish the Will

After examining the current reality and exploring options, your team member will have a clearer path to their goal. The final step is gaining their commitment to specific actions, strengthening their will and boosting motivation.

Useful questions to ask here include:

What action will you take? When will you take it? What might get in the way? What support/preparation do you need? How committed are you on a scale of 1 to 10?- Why?

Ask for examples

Inspire trust

Next, ask your team member to describe their current reality.This is an important step. Too often, people try to solve a problem or reach a goal without fully considering their starting point. And often they're missing some information that they need in order to reach their goal effectively.As your team member tells you about their current reality, the solution may start to emerge.Useful coaching questions in this step include the following:What is happening now?What effect does is have on you/others/your job?Is anyone or anything else stopping/ hindering you?What are your biggest challenges?What resources do you have already to help you?

2. Examin the Current Reality

Ask open questions

Listen closely

First, you and your team member need to look at the behavior that you want to change, and then structure this change as a goal that they want to achieve.Make sure that this is a SMART goal: one that is Specific, Measurable, Attainable, Realistic, and Time-bound.When doing this, it's useful to ask questions like:What would you like to focus on/achieve?What do you want to happen that is not happening now?What do you want to avoid happening?What will make a difference to you/the way you work?

1. Establish the Goal