GROW is an acronym that stands for Goals, Realities, Options, and Will, and it has several purposes. It helps you and your
employees clarify their initial goals, assess what’s currently happening, and identify potential roadblocks. It also helps your
people brainstorm both opportunities and resources for growth.
– What is it you would like to focus on?
– What would you like to achieve?
– What would you like to happen that is not happening now?
– How would you know you were being successful if you achieved your goal?
– How could you break this goal down into manageable chunks?
– What are all the things that would need to be done to achieve the goal?
Realities – Assess what’s currently going on:
– What is happening at the moment to derail your progress toward the goal?
– When and how often does this happen? Be precise if possible.
– What effect does this have?
– What other factors are relevant?
– Who else is relevant?
– What is that person’s perception of the situation?
– What have you tried so far?
– What else is conflicting with achieving the goal?
Options – Kick-start some brainstorming:
– What possibilities for action do you see? Don’t worry about how realistic they are at this stage.
– Who might be able to help?
– Which options do you like the most?
– What are the benefits and pitfalls of these options?
– Which options are of interest to you?
– Rate from 1 to 10 your assessment of the practicality of each of these options.
– Would you like to choose an option to act on?
Will – Unlock actions, accountabilities, and roadblocks:
– What are your next steps?
– Precisely when will you take them?
– What might get in the way?
3 Corner Stone’s of the Coaching Process
Coaching is about being curious:
– Open-ended questions
– New perspectives and ideas
– Self-guided actions
Let the employee lead
– Make choices
– Where do the employee’s goals, values, and priorities align with organisational goals?
Coach the Whole Person
Listen more than speak.
Employee’s solutions tend to be more authentic and durable.
3 Core Development Conversations
– Look back over employee’s career to get a current and accurate read on who they are, what they’ve accomplished and what inspires them and what they do well.
– Keep things open
– Support discovery
– Support employee self-awareness
– Help employees connect self awareness with the big picture to identify their next steps for growth.
– Opportunities to learn, assess, acknowledge, appreciate, and celebrate employee’s accomplishments.
Power Talk Practices
Asking Powerful Questions
– Asking open-ended questions to help brainstorm and discovery.
– Who? What? When? Where? Why? How?
– Listening to understand, to reveal thoughts, and to identify issues and opportunities.
- Be Present and available when communicating
- Minimise distractions (turn-off mobile etc…)
- Reflect what you here (What I’m hearing is… I think what you’re saying is….)
– Helping employee think beyond issue to see new perspectives.
- Take people to or past their current comfort zone
- Has to include brainstorming to find an authentic, relevant action
- Challenge has to be accepted
– Getting employee to generate their own next steps.
- Given all the possibilities, what do you want to tackle first?
- Which idea will give you the most learning potential?
- Which idea will get you closest to your top goals and priorities?
– Holding employees responsible for taking action and meeting deadlines.
- What will employee’s action be
- When they will take action
- How action will be communicated
– Reviewing progress, successes and challenges.
- Future-focused feedback teases out what’s possible, and what might be improved