Coaching Using GROW Model

In the previous 2 articles, we discussed about the meaning of coaching and characteristics of a good coach and coachee. Once we understand the meaning of coaching and selected our coach and coachee, now comes the most critical part.

Coaching is using the Socratic method of 'teaching'. I used the term 'teaching' in a loose manner. In coaching, the coach 'teaches' (or guides) his coachee by making him reflect on his current situation, his goals and ways to get there by asking questions. 

This is powerful in empowering the coachee because it makes him reflect and comes up with his own solutions. Nobody understands his own problem other than himself. As such, by asking powerful questions, a coach guides his coachee to find the solutions. The coach acts as a mirror where the coachee reflects on himself.

The most common model used in coaching is the 4-step questioning technique known as GROW. Below are the details of each steps;

1. Goal - The first step is to determine the goal, short term and long term, of the coaching session. This is important as it determines the final outcome to be achieved by the coaching session. It sets the 'mood', approach and time frame of the session.

2. Reality - In this step, the coach asks questions to enable coachee to determine his current situation in perspective of his goals in step 1. Some common issues explored include present performance, challenges, motives and others.

3. Options - Next, after determining goal and current situation, coach explores, with coachee the possible solutions to achive the pre-determined goals. Possible obstacles, resources, emotional response, action plans, etc are explored.

4. Will and Wrap Up - Lastly, detailed plan is formulated and the coach asks questions to explore commitment, time frame, support structure, etc to ensure the plan is actionable. Here, both coach and coachee will agree on the next meeting to discuss progress.

In our next article, we will discuss questions to be asked at each step of the GROW Model.        

Improving Performance Through Coaching (Part 2)

As we have discussed earlier, coaching is one of performance improvement tools that leaders can use to make positive changes in the workplace. However, not everybody can be can be a coach or coachee. As the coaching process involves long term commitment, patience and good interpersonal skills, selection of coach and coachee needs to be done carefully. 

Generally, characteristics of good and effective coach include;

1. Possess good communication skills especially listening and asking great questions.
2. Formally trained and well verse in the coaching principles and processes.
3. Patient and committed.
4. Believe in human potentials.
5. Strive on challenges.
6. Flexible but firm.
7. Able to feel empathy without personally attached to it.
8. Withhold judgments.
9. Not imposing his values, beliefs and knowledge on coachee.
10. Able to think on his feet and adapt.   

To select a coachee, we need to consider characteristics such as;

1. Committed in term of time and other resources.
2. Doer of planned actions.
3. Willingness to change and improve.
4. Curious.
5. Positive learning attitude.
6. Good listener
7. Humble.
8. Having an open mind.
9. Willing to share personal experiences.
10. Accepting own strength and weaknesses.

In the next article, we will discuss the step by step process of coaching.