Coaching Using the Grow Model
A model that was developed by Sir John Witmore and is effective for coaching. It’s a great model to help your employees improve in their willingness to grow as it provides a robust framework that works. The Acronyms stand for Goals, Reality, Options, and Way forward. It’s a non-directive way for you to coach your staff that is lead by questions as the staff looks for answers from within and just some support from you.
Here we focus on priorities, as with NLP you should “Know your Outcome” before you begin moving forward. You can tell your staff that you’re having a Goal setting meeting because it sets the agenda for the meeting. As a coach, be flexible and explore with questions. Always show empathy and support for your staff when coaching. The outcome of this part of your session should be a clear set of goals.
Questions could be:
- What are your goals?
- What do you want to achieve?
- What are your priorities?
- What does success look like for you?
- Is this goal specific, measurable, and realistic?
- How will you know you already achieved your goal or goals?
In this stage, you can begin to explore the current status or position the person your coaching is in. How far are you from where you want to be? In this part, you analyze and understand any issues you might have related to your goals. You must use intelligent questioning for this part, after gathering all the information together and put everything in summary.
- What part of the situation do you have control of?
- What part of your reality can you control?
- What are the milestones that will be set to achieve your goals?
- Who will should be involved in helping you?
- What are any major obstacles you must consider?
- What people might get in your way?
- Can you manage your time?
In this part, the learner will need to come up with strategies and options before taking action. You can use intelligent questioning for your staff to formulate a plan. Different aspects of this person’s position will be uncovered. In this part, it’s time to think outside the box and dive into a world of potential possibilities. Much of this part can involve what your staff needs to learn, improve, and hone. Other options will be actionable items that boost the speed of reaching milestones.
- What do you need to learn in order to achieve your goals?
- What actions do you need to take?
- What might you need to stop doing, or do less of?
- Is there any support someone can provide for you?
- What would the perfect solution look like?
This part should come to an agreement between you and your staff. You agree to give the support they might need, and they agree to take action and responsibility. At this stage, a practical plan the staff can take action on should be put into writing. As a coach, you should give your perspective at this stage and do an analysis of the plan and give him verification that the plan is sound.
- Exactly what will you do?
- How will you get it done?
- When is the deadline for the tasks you need to finish?
- What support do you need from me or others?
- How will you overcome obstacles in the way of your success?
- Why is it so important for you to achieve this success?
- How confident do you feel you’ll get the results as planned?
After applying the GROW model, you can check in with your staff once a week or as needed to see what actions and progress they have taken. Give your perspective if needed, but most of all, give motivation and inspiration for them to continue towards their goals. Reward them for a job well done after achieving milestones and goals.