dimanche 30 janvier 2011

GROW model

GROW coaching model

Use the following steps to structure a coaching session:

1.            Establish the Goal:
First, with your team member, you must define and agree the goal or outcome to be achieved. You should help your team member define a goal that is specific, measurable and realistic.
In doing this, it is useful to ask questions like:

  • "How will you know that you have achieved that goal?"
  • "How will you know the problem is solved?"
To quote from Myles Downey 'If people do not have clear goals it is extremely difficult to be successful and even more difficult to discuss performance'. (Effective Coaching, 2003)

2.            Examine Current Reality:
Next, ask your team member to describe their Current Reality. This is a very important step: Too often, people try to solve a problem without fully considering their starting point, and often they are missing some of the information they need to solve the problem effectively.
As the team member tells you about his or her Current Reality, the solution may start to emerge.
Useful coaching questions include:

  • "What is happening now?"
  • "What, who, when, how often"
  • "What is the effect or result of that?"
3.            Explore the Options:
Once you and your team member have explored the Current Reality, it's time to explore what is possible – meaning, all the many possible options you have for solving the problem. Help your team member generate as many good options as possible, and discuss these.
By all means, offer your own suggestions. But let your team member offer his or hers first, and let him or her do most of the talking.
Typical questions used to establish the options are:

  • "What else could you do?"
  • "What if this or that constraint were removed?
  • "What are the benefits and downsides of each option?"
  • "What factors will you use to weigh up the options?"
4.            Establish the Will:
By examining Current Reality and exploring the Options, your team member will now have a good idea of how he or she can achieve their Goal. That's great – but in itself, this may not be enough! So your final step as coach is to get you team member to commit to specific action. In so doing, you will help the team member establish his or her will and motivation.
Useful questions:

  • "So what will you do now, and when?
  • "What could stop you moving forward?"
  • "And how will you overcome it?"
  • "Will this address your goal?"
  • "How likely is this option to succeed?"
  • "What else will you do?"
from:


See also:

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