The GROW Coaching Model

SET THE OBJECTIVE Objective (ambition) *Link to Graphic Request the person you're coaching (team member, coworker, etc.) to explain their objective/ambition(s). Helpful coaching questions in this phase: What do you want to concentrate on today? What matters to you right now? How do you envision your perfect future? Where do you see yourself in five years? Which new abilities do you wish to acquire or improve? In what areas is your life unbalanced? What obstacles are you dealing with currently? What would make you feel that this session was worthwhile? What are your current pursuits? How can you phrase your objective using positive words?

ASSESS YOUR CURRENT SITUATION First, request the person you're coaching to explain their present circumstances. This step is crucial for establishing a baseline. As they share their current situation, you might notice valuable hints. Helpful coaching questions to ask during this phase: What's going well right now? What resources do you require? What reasons have you consistently given for not reaching your objectives? Have you already made any progress towards your goal? Is this goal in conflict with any other goals or priorities? How do you tend to self-sabotage? What negative thoughts does your inner critic express? What fears are holding you back? What truly excites and motivates you?

EXAMINE CHALLENGES AND ALTERNATIVES After discussing the current situation with your coachee, it's crucial to identify potential paths to achieve their goal. Encourage your coachee to generate as many viable options as they can. Then, assist them in selecting the most suitable ones. Dotmocracy can be a helpful method for this. Experiment with various approaches in this phase. Remember to listen more than speak. It's essential to steer your coachee in the right direction without providing specific suggestions. Your role is to guide. Some useful questions to explore alternatives include: - What challenges are you facing? - If your confidence increased by 50%, how would your actions change? - What are some possible solutions? - Can you think of anything else? - How would removing this limitation affect the situation? Would it change anything? - What are the advantages and disadvantages of each alternative? - What actions would you take if you were not accountable to anyone? - How can you make the most efficient use of your time right now?

ACTIVATE YOUR WILLPOWER Create a Plan (responsibility and personal steps) (What, When, by Whom, and the WILL to do it) After understanding their current situation and considering options, the coachee should have a clear idea of how to reach their goal. Great – but, this might not be enough. The final step is to encourage the coachee to commit to specific actions that will lead them towards their goal. This step helps them tap into their willpower and provides an empowering boost! Ask these effective questions: On a scale of 1 to 10, how motivated are you to achieve your goal? What can you do to increase that motivation closer to a 10? Regarding your first step, can you identify any obstacles that might prevent you from taking it? How dedicated are you to accomplishing this goal? How would you like to be held responsible for this goal? How will you celebrate once you've reached your goal? What actions will you take in the next 24 hours? What will you do after achieving your goal? Who should be involved in your journey towards this goal? What other factors should you consider before starting? Agree on a date to review progress together. This will offer some accountability and allow them to adjust their approach if the initial plan isn't working.

Utilize the GROW model, a straightforward and efficient coaching framework, in various settings such as coaching, meetings, or leadership situations. Adapt it to any context where decision-making or overcoming obstacles is required. By providing structure during coaching, the individual can progress on their chosen topic at their own pace. This approach helps establish an agenda and encourages open-ended questions, allowing the coachee to explore potential opportunities. Maintaining space for others can be challenging, but the GROW model simplifies the process by adding structure.