Coaching Essentials: Module #2
The GROW model for Coaching
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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
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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
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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
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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
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• 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
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• 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
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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
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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
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• 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 …”
Reality• What options do
you have?• What else could
you do?• What if….?• Would you like
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
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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
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Debrief: Coaching on a performance issue using GROW
• What worked well?
• What would have made this better?
• How will you use this with your Coachees?
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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
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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
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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
+
+
-
-
+
+
+
–
–
+
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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 worked well?
• 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
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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
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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
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• 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
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• 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
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?
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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?
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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
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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
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• 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 …”
Reality• What options do
you have?• What else could
you do?• What if….?• Would you like
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