Coaching Essentials: Module #2 The GROW model for Coaching.

Coaching Essentials: Module #2

The GROW model for Coaching

Coaching Essentials 20132

Coaching Essentials – Agenda

Topic

Introductions

Module #1: Becoming an Effective Coach

Break

Module #1: Becoming an Effective Coach (con’t)

Module #2: GROW coaching: Overview

Lunch

GROW: Practice coaching ‘good to great’

GROW: Practice coaching on a development issue

Break

GROW: Practice coaching in the moment

Module #3: Call to action/Next Steps

Module #2: Learning Outcomes

• Learn how to use the GROW model to coach from good to great

• Understand the approach to Coaching when there is a performance issue

• Learn to Coach in the moment, as the need arises


Coaching increases productivity, creativity, and ownership of the solution

• Productivity

− Clarify the problem

− Clarify the reality surrounding the problem

− Tap into team members’ skills and experience

− Develop capacity of the team

• Unleash creative energy

− Envision a number of solutions

− Allow choice

• Build a sense of ownership

− Build confidence

− Tap into professional values

− Generate a plan of action


Coaching on a performance issue

• Clarifying your goals for the Coachee

• Understanding the reality – yours and theirs

• Agreeing on a path forward

Coaching in the moment

• Understanding the issue

• Determining the response needed

• Maximizing coachable moments for developing your Coachee

Today we will practice three types of coaching


Coaching from good to great

• Clarifying Coachee’s goals

• Exploring options to reach goals

• Commitment to seek development opportunities

The GROW model is a proven approach for effective coaching


• Coaching Session Goal

• Performance Goals

• Long-term Goals

Goals• Objectivity• Facts• Descriptions

Reality• Possibilities• Choices• Creative

Brainstorming

Options• Declarations• Commitments• Actions

Way Forward

Source: “Coaching for Performance,” John Whitmore

GROW Model: Coaching from good to great

Continually summarize and refer to goals

A Coach’s questions clarify issues, change perspective and increase awareness and responsibility


• What do you want from this discussion?

• What is your end goal?

• What is your performance goal?

Goals• What is

happening?• What is the

impact?• What can you

control?• What have you

done so far?

Reality• What options do

you have?• What else could

you do?• What if….?• Would you like

another suggestion?

Options• What are you

going to do?• When are you

going to do it?• Will this meet

your goal?• What support do

you need?

Way Forward

Source: “Coaching for Performance,” John Whitmore.

GROW Model: Sample Questions


8

Exercise: GROW coaching from ‘good to great’

• Meet with in groups of three, choose a Coach, a Coachee and Observer

• The Coachee describes one area of leadership where he/she would like to improve

• The Coach uses the GROW model to help this leader go from ‘good to great’

• Observer takes notes (Handout provided)

• Teams rotate roles (3 rotations)

Coaching: 15 minutesTeam Debrief: 5 (for 3 rotations)Class Debrief: 15 minutes

The Coaching conversation is always

confidential


10

Debrief: Coaching from Good to Great using GROW

• What worked well?

• What would have made this better?

• How will you use this with your Coachees?

The GROW model is also effective when there is a performance issue


• Clearly state that you have a problem to discuss

• Request buy-in• Get specific• Get buy-in to

continue

Goals• State your reality• Get buy-in• Listen with a

neutral frame of mind to their reality

• Check for understanding

• “what you are saying is…”

• “what you are feeling is …”




another suggestion?

Options• What are the

SMART goals to correct the problem?− Specific− Measurable− Attainable− Realistic − Timely

• What support do you need?

• When will we meet again?

• What is the next step?

Way Forward

Source: Insideout Development, 1996

GROW Model: Coaching on a Performance Issue


12

Exercise: GROW coaching on a performance issue

• Meet with your group, choose a Coach, a Coachee and Observer

• Using the script, the coach establishes the goal for the coaching conversation

• Using the script, and stepping into the role, the Coachee responds to the coaching

• Observer takes notes (Handout provided)

• Teams rotate roles (3 rotations)

• Three simulations will be provided

Coaching: 10 minutesTeam Debrief: 5 (for 3 rotations)Class Debrief: 15 minutes


13

Debrief: Coaching on a performance issue using GROW


• What would have made this better?

• How will you use this with your Coachees?


14

GROW coaching can be used in the moment and can be compressed in time and intensity

Goals Reality Options Way Forward

Inquire • Rewire • Inspire

5 - minute processWith the coaching

mindset

GROW


15

Let’s look at GROW as a 5-minute interaction

+ Consultant: What worked

+ Coach: What worked

• What could be done now?

• Brainstorm options

• Coach: Bottom line impact

Goals Reality Options Way Forward

– Consultant: What could be better

– Coach: What could be better

• Decide

− Tell

− Teach

− Coach

+ Best option!

• Consultant: What I will do

• Coach: What support is needed?

• Write it down!

Be Specific

GROW


16

The core of the 5-minute GROW is easy to remember

Reality Options

GROW

+ Consultant: What worked

+ You: What worked

– Consultant: What could be better

– You: What could be better

+ Best option!

Quick view

+

+

-

-

+

+

+

–

–

+


Exercise: GROW coaching in the moment

• Meet with groups, choose a Coach, Coachee and Observer

• Coach for 5 minutes; debrief 5 minutes

• Rotate roles (3 times)

• Three simulations will be provided

Debrief


• What could have been better?

• How will you use this with your Coachees and others?

The Skill/Will Matrix helps us determine which approach to use with our Coachees

Assess Who and How you need to coach

18

Used by HP, IBM, GE, Accenture

Willingness

Low High

Low

Hig

h

Skill

(C

apabili

ties)

Coach Performance

• Attitude can impact others

• Monitor closely• May not be long-

term keepers

Coach to Develop

• Check in to see what they need

• Clear roadblocks• Coach from good

to great

Tell, Teach and Coach

• Identify gaps in knowledge and experience

• Development plan

Monitor Closely

• Establish plan for improvement

• Monitor closely• Take appropriate

action


19

Handouts to use in breakout sessions as prompts for the coaching

The GROW model is a simple and effective framework for the Leader as a Coach


• Coaching Session Goal

• Performance Goals

• Long-term Goals

Goals• Objectivity• Facts• Descriptions

Reality• Possibilities• Choices• Creative

Brainstorming

Options• Declarations• Commitments• Actions

Way Forward


GROW Model: Coaching from good to great

Continually summarize and refer to goals

A Coach’s questions clarify issues, change perspective and increase awareness and responsibility


• What do you want from this discussion?

• What is your end goal?

• What is your performance goal?

Goals• What is

happening?• What is the

impact?• What can you

control?• What have you

done so far?




another suggestion?

Options• What are you

going to do?• When are you

going to do it?• Will this meet

your goal?• What support do

you need?

Way Forward


GROW Model

Handout: Good questions are key to the success of a coaching interaction

Questions: Reality

• What is happening that relates to your goal?

• What are the facts? (This is data)• When does this happen?• How often does this happen?• What are other relevant factors?• What is your perception of the situation

(This is judgment)• What are your feelings about this?• What do you want to happen?• What have you tried so far?• What are the obstacles?


Questions: Goal

• Is there an immediate critical need or• What goal do you want to work on?

− Immediate− Performance− Long-term

• What would you like to be different when we finish this discussion?

• Is that realistic?• Can we do that in the time available?• Will that be of real value to you?

Source: Adapted from “The TAO of Coaching,” Max Landsberg; “Coaching for Performance,” John Whitmore, and Georgetown University Leadership Coaching Certification program

Handout: Good questions evoke a sense of ownership and responsibility in Coachees

Questions: Way Forward

• In what way has your thinking about this changed?

• Are you ready to take action now?• Would it be helpful to observe yourself

over the next week?• What are the next steps?• Precisely when will you take them?• What might get in the way?• What support do you need?• How and when will you enlist that

support?


Questions: Options

• What are the possibilities for action?• What have you done in similar

circumstances? What did you learn from that?

• What would it take to look at this differently? What possibilities would that generate?

• Would you like to brainstorm with me?• What options do you want to explore?• What are the benefits and the

challenges with these options?• Would you like to choose an option

to act on?

Source: Adapted from “The TAO of Coaching,” Max Landsberg; “Coaching for Performance,” John Whitmore, and GeorgetownUniversity Leadership Coaching Certification program


24

Handout: Observation sheet to guide the debrief

Coaching checklist What worked, What didn’t?

Goals• Were clear goals set for the conversation?• Was it a purposeful conversation?

Reality• Did the Coach listen carefully?• Was the Coach able to clarify the facts?

Options• Did the Coach ask questions that

shifted perspective?• Was the Coachee able to identify their

own solutions?

Way Forward• Were clear commitments made?• Were SMART goals set?

The GROW model is also effective when there is a performance issue


• Clearly state that you have a problem to discuss

• Request buy-in• Get specific• Get buy-in to

continue

Goals• State your reality• Get buy-in• Listen with a

neutral frame of mind to their reality

• Check for understanding

• “what you are saying is…”

• “what you are feeling is …”




another suggestion?

Options• What are the

SMART goals to correct the problem?− Specific− Measurable− Attainable− Realistic − Timely

• What support do you need?

• When will we meet again?

• What is the next step?

Way Forward

Source: “Inside Out Coaching Framework”

GROW Model: Coaching on a Performance Issue

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Coaching Essentials: Module #2 The GROW model for Coaching.

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