L & L #28: Transform Your Team’s Performance with the GROW Coaching Model
[Reading Time: 4 mins]
“Coaching is unlocking a person’s potential to maximize their own performance. It is helping them to learn rather than teaching them.” — John Whitmore
CONTEXT
Research shows that coaching can boost employee performance by up to 70%.
Exceptional coaching isn’t just a valuable tool. It’s a pivotal factor in driving success.
So why not unlock your team’s full potential?
While other methods and tools have their place, it’s the GROW model that often makes the biggest impact. It’s a key tool in achieving these impressive results and has transformed the way leaders coach their teams.
This model is straightforward but impactful. It helps you set goals, understand current challenges, explore solutions, and take action.
Whether you’re a leader guiding your team, an executive seeking to refine your approach, or a professional looking to improve your own performance, the GROW model provides a clear path to success.
In this edition of the Linked & Lift Newsletter, I’ll break down the GROW model into actionable steps. You’ll find a guide that explains each stage and offers practical tips for you to apply it in your coaching conversations. Click on the infographic for a printable high-res PDF version.
Here are 4 powerful steps to effectively use the GROW model in your coaching sessions:
1. Goals: Define What Success Looks Like
Setting a clear goal is the foundation of any coaching session. Without clarity, it’s easy to lose focus. Your goal should be specific, measurable, and meaningful.
➥ Example: A manager who helps a team member set clear career goals creates a path that aligns with both personal and team objectives.
How to Set Effective Goals:
- Be Specific: Avoid vague goals. Use clear language to describe the desired outcome.
- Ensure Alignment: Make sure the goal matches the team or organisation’s objectives.
- Incorporate Milestones: Break the goal into smaller steps to keep moving forward.
➤ 🔍Quick Tip: Use SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound) to set your goals.
2. Reality: Assess the Current Situation
Understanding the current situation is key for effective coaching.
This step involves an honest look at where things stand compared to the goal.
➥ Example: A leader who asks questions to uncover obstacles shows empathy and insight.
How to Explore Reality:
- Ask Open-Ended Questions: Encourage thoughtful answers that go beyond yes/no.
- Focus on Facts: Separate emotions from facts for a clear view.
- Encourage Self-Reflection: Help the individual assess their strengths and areas for growth.
➤ 🔍Quick Tip: Use the “5 Whys” technique to get to the root causes of the current situation.
3. Options: Explore the Possibilities
Once you understand the situation, it’s time to explore options.
This step is about brainstorming and considering all possible actions to reach the goal.
➥ Example: A coach who helps a coachee think of multiple strategies encourages creative problem-solving.
How to Explore Options:
- Encourage Creativity: Consider all potential solutions, not just the obvious ones.
- Evaluate Pros and Cons: Discuss the benefits and drawbacks of each option.
- Prioritise Actions: Focus on the most practical and impactful options.
➤ 🔍Quick Tip: Use a mind map to visually explore different options and outcomes.
4. Will: Commit to Action
The final step is all about taking action.
Decide on the next steps and commit to them.
➥ Example: A leader who asks a team member to outline their next steps ensures accountability and follow-through.
How to Foster Commitment:
- Set Clear Actions: Define what actions will be taken to reach the goal.
- Establish Timelines: Agree on deadlines for each action to keep progress on track.
- Ensure Accountability: Decide how progress will be monitored and who will be responsible.
➤ 🔍Quick Tip: Schedule regular check-ins to review progress and adjust plans as needed.
CLOSING THOUGHTS
The GROW model is more than just a coaching tool.
It’s a method for achieving success.
By following the steps—Goal, Reality, Options, and Will— you create a clear path to growth and achievement.
“Coaching isn’t just about reaching goals; it’s about unlocking potential and driving performance.”
Extra Resources to Dive Deeper
📌 Top pick on personal development: “Mastering the GROW Model for Effective Coaching” – This article from Mind Tools. Read more here
📌 Top pick video: “The GROW Model” – A concise video that explains the GROW model in action. Watch below ⇣⇣⇣
📌 Book pick: “Coaching for Performance” by John Whitmore – The definitive guide to coaching, including the GROW model. Find it on Amazon
📌 AudioBook pick: “The Coaching Habit: Say Less, Ask More & Change the Way You Lead Forever” by Michael Bungay Stanier. A practical guide to coaching techniques. Find it on Audible
📌 Coaching Plan Workbook: Take your coaching sessions to the next level with our exclusive Coaching Plan Workbook. This comprehensive tool allows you to set clear goals, capture key insights, track progress, and document each session's outcomes. It's designed for practical use, providing structured pages where you can easily jot down notes and action items. Our paid members can get it here for free!
Until next week, may your coaching conversations be transformative!
Véronique,
PS: Speaking about coaching, I take on a limited number of people each month in my coaching program. For those who don’t know, I launched my LinkedIn Personal Brand coaching program where I teach you how to grow your personal brand on LinkedIn the same way I grew mine from 6K to 54K+ followers in under 9 months. This is how you get more visibility, attract more clients for your business, get sponsored by companies you love, create online courses, and more. I’ll be opening up a few spots in September, but you can join our waitlist now by clicking here.
Also sending a warm welcome to everyone who joined The Linked And Lift community since last week!
Be sure to check the welcome email I sent you to find out how to download, all 70+ high-value resources I offer – for free.
