The GROW Coaching Model

The GROW Coaching Model

The GROW model is a coaching model that describes a very simple process that can be followed to help you work towards and to achieve your goals.

Goal

The first step is to understand what your goal is. Understanding your goal gives you a concrete objective towards which you can work, and the freedom to start doing so.

Make your goals SMART - goals that are Simple, Measurable, Achievable, Realistic and Time-based. This removes the pie-in-the- sky aspect of goal setting, and turns them into something that you can actually achieve. Having a goal such as 'I would like to lose weight' is difficult to measure and hence difficult to achieve. How about changing it to 'I would like to lose 5 kg by December 2007'?

Without goals comes a lack of focus, and with no focus it is very easy to drift through life - just living from day to day, wondering why you are not achieving anything in life. How much harder is it to move forward without understanding where you are going?

Reality

The next step is to look at the current reality. Where are you in relation to your goal? Have you almost achieved your goal? Are you a long way away? Do you need to break the goal into smaller, more achievable goals? It may require a detailed and honest analysis of where you are, But having a deep understanding of where you are provides a very solid foundation of understanding what needs to happen.

Options

Once you understand your goal and your reality, the task is to find out how to start to move the reality towards the goal. At this stage in the process, you examine what options are available to you. This is where the planning takes place. There may be a single course of action, or there may be multiple options from which to choose. This is a good opportunity to go into some creative brainstorming, or to perform a SWOT analysis on the various options that are available to you.

Remember that at this stage you are not deciding which are the best options - that is for later. You are simply deciding on what the possible options are.

What

At this stage, we have examined the goal, we know where we are in respect to the goal, and we have examined the various options that we can follow to reach the goal. The final step is to examine the options, and to decide what the best option is to reach your goal. Note that you are not looking at the easiest option, but the best option. IE: which option is going to move you closest towards your goal?

Working the Plan

Working through the GROW model provides a very simple yet powerful framework to support you in achieving your goals. However, the work really happens not in the planning, but in the working of your plan. While working your plan, keep in mind how you are progressing towards your goal. Keeping examining what is and is not working in your plan. What might have seemed as a great option (the WHAT) might not have been the best choice . So try to have the flexibility to make adjustments when it becomes necessary.

Where to use GROW

The GROW model can be used in almost any aspect of your personal or business life, including health, wealth, team goals and career aspirations. Basically, GROW will work anywhere in your life that you are working towards a goal. If you would like to find out more, or to have some assistance working through the GROW model, please give us a call, and we will gladly assist.

Historical Note

There is a lot of uncertainty as to the origins of the GROW model. Several sources cite several different authors. To the best of my knowledge, it was created by Graham Alexander and brought to the fore by Sir John Whitmore.

By Craig Douglas Strachan
Published: 11/21/2007 on www.buzzle.com

There are numerous explanations of the GROW model out there… this one is nice and concise… Harry & Craig

These ‘tips’ for using GROW come from www.mindtools.com :

Tip 1: Know Your Own Role
In its traditional application, the GROW model assumes that the coach is not an expert in the "client's" situation, and therefore must act as an objective facilitator, helping the client select the best options and not offering advice or direction.

However, when a leader coaches his or her team members, other dynamics are in play: As a leader you will usually have some expert knowledge to offer (see our article on expert power.) Also, it's your job to guide the selection of options which are best for your organization, and veto options that are harmful.

Tip 2: Practice by Coaching Yourself
A great way to practice using the model is to address your own challenges and issues. When you are 'stuck' with something, you can use the technique to coach yourself. By practicing on your own challenges and issues, you will learn how to ask the most helpful questions. Write down some stock questions as prompts for future coaching sessions.

Tip 3: Ask Great Questions. and Listen Well
The two most important skills for a coach are the ability to ask good questions, and effective listening.

Don't ask closed questions: "Did that cause a problem?" Do ask open ones: "What affect did that have?" Be prepared with a list of questions to for each stage of the G-R-O-W process.

Listen well and let your "client" do most of the talking. Remember that silence is valuable thinking time: You don't always have to fill silence with the next question.