Coaching with GROW

So, you know you need to spend time developing your team but don’t know where to start. Coaching seems to be all the rage but traditionally you’re the “get things done” person…and that’s kind of satisfying…until you have no time, have to fight fires all day, and see your talent pool dwindle as your people seek out opportunities elsewhere.

Let us give you an easy framework for having coaching conversations that make people bigger, not smaller. (That’s kind of a mantra around Bodkin HQ)

The GROW model is widely used and understood as a coaching tool. It’s easy to understand, has enough scope to develop a rich detailed discussion, and can be used just as effectively in an elevator conversation as a performance review or career development session. Let’s have a look.

GROW

G

G is for GOAL

What is the ultimate goal…of this conversation, of the piece of work, for your career…whatever the need for the conversation, this will be outcome driven. The goal can be micro or overarching and there are a hundred questions to support and clarify a worthwhile goal and achievable goal.

R

REALITY

Let’s take stock of all the things currently in play. What are the barrier to achieving the goal, how far are we from it, what system, processes, people are in place that can help or hinder progress? This step can require some real detail, soul searching, and vulnerability to explore the current circumstances truthfully.

O

OPTIONS or OPPORTUNITY

With options, we explore “what’s possible” with lots of open and curious enquiry. As success leaves clues, what can be replicated from other’s similar journeys? What resources can we draw on to bring us closer to the agreed goals? This step should be expansive and creative. When facilitated well, it’s where the brain lights up with possibility.

W

WHAT’S NEXT or WAY FORWARD or WHAT NOW?

You should have a clear idea of where you’re at and how far you are from achieving your desired state. This step makes tangible the small, incremental actions to execute the plan. Here we check for accountabilities and ownership from the coachee and lock in timelines for follow ups and progress milestones.

…and that’s it. GROW is widely used by many industries and if you can get your head around the general principles here, you’re well on your way to understanding coaching as a craft. All that’s requires is practice, practice, practice.