As a business leader you need to coach your team to high achievement. Using the GROW model can help.
One of my all time favourite things to do is watch people grow. There is nothing as exciting as working one-to-one with people as they discover their gifts, find their place in the workplace, and start to operate out of their very best.
Because I’m passionate about personal growth and teams achieving more, much of the work I do focuses around coaching people to grow as individuals. I use the GROW model a lot. Follow the easy steps outlined in this post and you, too, can coach your team to high achievement.
The GROW Model is a simple yet powerful framework for structuring your coaching sessions. GROW stands for: Goal, current Reality, Options (or Obstacles), Will (or Way Forward).
To start the session ask your team member what they want to focus on. This should be an area of their work but for the purposes of this post we’re going to imagine your team member is in a band and has said they want to improve their singing voice.
Set the goal
Now you know the focus, you and your team member need to look at the thing they want to change and structure this change as a loose goal. Let’s say your team member states their loose goal as: “I want to be able to sing for a whole weekend without my voice breaking in the last session.”
Examine the current reality
Next you need to check the current reality. This is an important step. People often try to solve a problem or reach a goal without fully considering all the information they need in order to reach their goal effectively. Thinking back to our singing example, you might want to ask some questions: Do you often have to sing for a whole weekend? Does your always voice break if you do? Why do you think that is? Establish that there really is a need to work on this goal and it’s possible for your team member to influence the outcome.
Explore the obstacles and options
Once you and your team member have explored the current reality, it’s time to look at the possible options for reaching the goal. Do this taking into account all the obstacles that might need to be addressed. For example, your team member might think about practical things he or she can do to protect their voice (drink hot water and honey, take a break). Or they might consider singing training to strengthen their voice. They might also realise there is a need for someone else to act (e.g. they might be straining their voice singing over a loud band and might need the leader to supply in-ear monitors to help with hearing themselves).
Determine there is a will and a way forward
By examining the current reality and exploring the options, your team member will now have a good idea of how he or she can achieve their goal. The final step is to get your them to commit to specific actions in order to move forward.
Set SMART goals
SMART goals are specific, measurable achievable, realistic and tied to a timetable. Let’s imagine your team member has decided singing lessons are the way forward. Good SMART goals would be:
- Establish a budget for singing lessons by 30.06.19
- Research affordable (£xx per hour) singing training by 07.07.19
- Sign up to 10 lessons at £xx to start by 14.07.19
Each goal ties your team member to specific actions within a timetable. If they can’t achieve one of the stages, they can review and rewrite the goal.
Following up is crucial. Have a date in the diary or make a note to ask next time you see them. Remember, though, you are not responsible for their goals and progress. Accountability is always helpful but they need to own their walk.
I’d love to help you identify some goals for your business. You can contact me to talk through how that would work using the form on the contact page.
Until next time.
Loraine Davies is Director of Agers VA, a booming virtual assistant business specialising in business consultancy, events management, website content development, marketing, social media management, business administration, and everything HR! Find us at agersva.co.uk or contact Loraine at email@example.com, on Twitter @AVADirector or facebook.com/AgersVA