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Coaching Techniques


   The G.R.O.W. Model
 GOAL – REALITY - OPTIONS - WILL
GOAL
• 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 that the problem is solved?"
REALITY
•       Examine the REALITY:

•       Ask your team member to describe the REALITY of
        the situation under discussion. 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
        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?"
OPTIONS
•       Explore the OPTIONS:

•       Once you and your team member have explored the
        REALITY, it's time to explore what OPTIONS are
        possible. 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 theirs first, and let them do most of
        the talking.
•       Typical questions used to establish the OPTIONS are:-
    –     "What else could you do?"
    –     "What if this or that obstacle were removed?”
    –     "What are the benefits and downsides of each OPTION?"
    –     “What factors will you use to weigh up the OPTIONS?”
WILL
•       Establish the Will:

•       By examining the REALITY and exploring the
        OPTIONS, your team member will now have a good
        idea of how they can achieve their GOAL.
•       Your final step is to get your 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 are:
    –     "So what will you do now - and by when?”
    –     "What could prevent you from moving forward?"
    –     “How will you overcome it?"
    –     "Will this help you reach your ultimate GOAL?"
    –     "What else will you do?"
An excellent tip for using
  the G.R.O.W. Model effectively
• Ask Great Questions and Listen Well

• The two most important skills for a coach are the ability
  to ask good questions, and to listen effectively.

• Don't ask closed questions: "Did that cause a problem?"
  Ask open ones: "What effect did that have?" Be
  prepared with a list of questions to ask for each stage of
  the G-R-O-W process.

• Listen well and let the RAM do most of the talking.
  Remember that silence is valuable thinking time: You
  don't always have to fill silence with the next question.

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Coaching techniques the grow model

  • 1. Coaching Techniques The G.R.O.W. Model GOAL – REALITY - OPTIONS - WILL
  • 2. GOAL • 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 that the problem is solved?"
  • 3. REALITY • Examine the REALITY: • Ask your team member to describe the REALITY of the situation under discussion. 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 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?"
  • 4. OPTIONS • Explore the OPTIONS: • Once you and your team member have explored the REALITY, it's time to explore what OPTIONS are possible. 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 theirs first, and let them do most of the talking. • Typical questions used to establish the OPTIONS are:- – "What else could you do?" – "What if this or that obstacle were removed?” – "What are the benefits and downsides of each OPTION?" – “What factors will you use to weigh up the OPTIONS?”
  • 5. WILL • Establish the Will: • By examining the REALITY and exploring the OPTIONS, your team member will now have a good idea of how they can achieve their GOAL. • Your final step is to get your 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 are: – "So what will you do now - and by when?” – "What could prevent you from moving forward?" – “How will you overcome it?" – "Will this help you reach your ultimate GOAL?" – "What else will you do?"
  • 6. An excellent tip for using the G.R.O.W. Model effectively • Ask Great Questions and Listen Well • The two most important skills for a coach are the ability to ask good questions, and to listen effectively. • Don't ask closed questions: "Did that cause a problem?" Ask open ones: "What effect did that have?" Be prepared with a list of questions to ask for each stage of the G-R-O-W process. • Listen well and let the RAM do most of the talking. Remember that silence is valuable thinking time: You don't always have to fill silence with the next question.