THE GROW Model – A Powerful Four Step Questioning Approach
The GROW model is used as a highly effective coaching tool. It enables the coach to structure a meeting that delivers a meaningful result in a short amount of time. The Key to non-directive coaching is helping others to identify and define their specific goals, and then organise themselves to attain these goals. The effective coach can do this by becoming skilled at asking questions and guiding the coachee towards achievable solutions.
G / Goal / This is the end point, where the client wants to be. The goal has to be defined in such a way that it is very clear to the client when they have achieved it.R / Reality / This is how far the client is away from their goal. If the client were to look at all the steps they need to take in order to achieve the goal, the Reality would be the number of those steps they have completed so far.
O / Options / Once Obstacles have been identified the client need to find ways of dealing with them if they are to make progress. These are the Options to proceed.
W / Way Forward / The Options then need to be converted into action steps which will take the client to their goal. These are the Way Forward.
TIPS to be successful
1 - Don't treat the GROW model as a linear checklist process
This is not an audit. Treat GROW as a map which structures a complex journey. Slow down and allow each stage of the journey to be fully explored. There are four key stages shown on the map but like any journey the actual voyage is full variety, surprise and diversions.
2 - Keep in mind four key questions.
Rather than thinking Goal, Reality, Options and Way Forward think about what you're really asking:
· What do you want?
· Where are you now?
· What can you do?
· What will you do?
These are the four fundamental questions which drive the GROW model. If you explore these fully, you won't go far wrong.
3 - Everything hinges on the goal.
Get the goal wrong and it all fails. It's a little like when you place a few jigsaw pieces in the wrong place - they initially seem to fit but the further you go on placing pieces the more the puzzle goes wrong!
Get it right and the coaching is almost effortless. You have clarity. The jigsaw keeps fitting together and the picture reveals itself as it should.
Ensure you fully explore and define the goal until you are both clear. If it means taking a whole session or more to get it right then that's fine. This will always be far more beneficial to the client in the long run than unswervingly following the process.
Ensure the Goal is SMART.
· Specific and expressed in the positive
· Measurable, what success looks like is clear, how will you know you have achieved it?
· Attractive: This is something you really want and you know what success will be like.
· Realistic: It is within your control, you have all the resources you need (otherwise go back and modify the specific outcome until the goal is realistic)
· Time bound: A dream is a goal without a deadline. Know when the goal will be achieved by.
4 - When looking at where the client is now (Reality), understand that you should not be just fact-finding but helping the other person to learn.
For instance, when coaching on creating more spare time, a fact-finding question might be: "What time do you get up?" This question does nothing to help the person learn - it simply gives you a 'fact'.
However, a question like "What impact is not having enough time having on you?" asks the person to dig deep and think hard.
The answer to this question is not a straightforward 'fact'. It produces new ideas, insights and commitment to change.
5 - When exploring options for progress around an emotive issue, how can you help the person think more objectively.
Asking questions such as "What would your best friend advise you to do?" or, flipping it, "What would you say to a friend in your circumstances?" can produce real clarity and clients will often confess that, if they are honest with themselves, they knew what to do but found it hard to accept it. That can be a real breakthrough.
Think about using this when faced with a 'big' difficult decision. You are not in any way saying that the 'friend's advice' is correct you are just getting options in the open.
6 - During the final phase (Way Forward) be absolutely sure there are no final reservations or ambivalence.
Amongst the various steps for agreeing actions the most important is identifying any signs of ambivalence and addressing them. Ambivalence in the coaching session will translate to inaction in the 'real world'.
Your task is to find what the person can really commit to do, not artificially encourage commitment to something they won't do.
The commitment to action should be like the final piece of the jigsaw. It should fit effortlessly into place and the picture be completed.
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