Coaching Conversations

The GROW model, created originally by Sir John Whitmore is an effective model for structuring your coaching conversations with your team. It provides the hooks to enable you to move the coachee through questions and the stages of a coaching conversation, and most importantly, move the coachee to take action.

G stands for Establish The GOAL

Start off by looking at the behaviour that needs change. Structure this change as a GOAL that the coachee wants to achieve.

Make sure it is a SMART goal (Specific, Measurable, Attainable, Realistic and Time-bound).

It’s useful to have in your mind some form of measurement such as:

• How will you know that the goal has been reached?

• When is the problem solved?

• Does it fit with the objectives of the team?

R stands for Examine The REALITY

Ask the coachee to describe their current REALITY. It’s important to do this as it gives you a clear grasp of their starting point. As you hear their current reality, the solution may start to emerge.

Useful coaching questions here include:

• What is happening now?

• What is the effect?

• Have you already taken any steps towards your goal?

O stands for Explore The OPTIONS

Consider all the options for reaching the goal. Brainstorm as many as possible,  discuss and help decide on the best. However be sure to guide without making the decisions.

Some great questions you can ask to uncover options:

• What else could you do?

• What if this constraint was removed? Would that change things?

• What are the advantages and disadvantages of each option?

• What do you need to stop doing so you can achieve this goal?

• What obstacles are standing in your way?

W stands for Establish The WILL

Now it’s time to get your coachee to commit to specific actions.

Some great questions you can ask now:

• So what will you do now?

• What else will you do?

• What could stand in your way and how will you overcome this?

• How can you keep yourself motivated?