Today we’ll continue our exploration of the various types of management models. I find the GROW Coaching Model to be an excellent way for managers and leaders to coach their team members as they work towards success.
The GROW Coaching Model, in short, entails the following components:
G – Goal – As in, determining what your team members actual goals are going to be. They can be short term goals, long term goals, or a combination of the two. As with all goals, it needs to be realistic, specifically detailed, and something that can be measured for progress.
R – Current Reality – Where a person believes himself to be in the present will have a significant impact on his ability to grow in the future. If he already believes he is proficient at a task, he may not try to grow. Someone who isn’t sure of his stance on a position now will have problems solving future dilemmas. Help your team members to understand what is currently happening in their lives so that they can form a baseboard from which they can grow.
O – Options – Once you’ve determined your goal (identifying the need to solve a problem) and examined the current reality, you should spend some time identifying the different methods, or options, for solving the problem at hand. Your team members need to have ideas of their own, so let them guide this conversation and offer your own suggestions only if you feel as though you aren’t making progress.
W – Will – Does your team member have the willpower, or the desire, to make a change and choose one of the options you’ve outlined? Spend some time outlining exactly what needs to be done, how it will be done, and when.
Taking control of a situation and using it to help your employees understand exactly what they need to do in order to continue to grow will not only enhance your leadership skills, but it will show your team members that you care about their success.
Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.