The GROW coaching model is a useful tool for coaches to use to help people achieve their goals and grow, as coaching helps to improve performance.
By structuring and creating a plan to guide the coaching step by step to turn goals into an action plan, identifying key aspects such as: what is it they are wanting to work on and what is getting in the way of achieving the goal.
The GROW model is split into 4 different stages:
GOAL
The first stage is for establishing the main goal of the coaching conversation. What would they like to work on and when do they want to achieve it?
One good way to help with goals is to remember to use SMART goals.
That is making sure the goal is: specific, measurable, achievable, relevant and timebound.
As a coach, it is your responsibility to support and help identify the goal. This can be done by asking questions such as:
- What is it you would like to achieve?
- What is the goal related to?
- When are you planning on achieving this goal?
- Who else will benefit from this goal?
- How will things change if you achieve this goal?
REALITY
Once the goal has been clearly defined, the next step is the reality stage, which is an honest conversation between the coach and coachee.
This step is to go over and highlight the strengths and weaknesses of what they may have previously tried that has gone well and what needs improvement. This is a great step to highlight and track what progress has already been made and to see if there is a possibility for the goal to be realistically achieved or not.
It is important to also understand what skills may need to be built upon to achieve the goal. This can be done by asking the following questions:
- What steps have you taken so far?
- Why haven’t they worked?
- What is getting in the way?
- What is motivating you?
- Why this goal?
OPTIONS
Once the reality has been discussed, the next step in the GROW model is to begin brainstorming different options that are best suitable to achieve the goal.
It is important to remember the coach should not give their options, but instead encourage the coachee to come up with their own. If it comes to a point where no ideas are being put forward It’s ok to ask if you can make a suggestion, but only as a last resort.
Give them the opportunity to think outside the box by asking questions such as:
- What could be your first step?
- What else could you possibly do?
- What options have you not tried that are still available to you?
- What are the advantages and disadvantages of these options?
- What might you do differently?
- What of you had unlimited time / money / support
WILL/WAY FORWARD
The last step in the GROW model is the will/way forward, which is the last part of the conversation to narrow them down to the final stage of their action plan.
At this point they will be able to plan what their next steps are in order to reach their goal as well as a time frame and help if needed.
During this last step, the coach will need to help them identify a map or plan of actions that need to be taken.
You can do this by asking some of these questions:
- What option will you choose?
- When will you begin?
- What help will you need?
- When will you know if you have succeeded?
- How will you make sure you start the process?
- How will you make sure you keep on track?
As a coach, it is your responsibility to not just have a conversation, but to keep checking back in with them to see how things are going and keep them on track so they stay committed to their set goal.
Check out our YouTube video on coaching using the GROW model:
If you are interested in Coaching or leadership and management training please contact Sales Training International on +44 (0) 1704 889325 or email info@salestrainingint.com for more information.
