One of the most common questions asked about coaching is “What process should I follow?” There is no single answer to that, however if it is assumed that coaching is largely a structured interaction about a topic where the coach seeks to ask questions to encourage the other person to develop solutions to the challenge or problem they face, then the GROW model is one of the most popular.
The GROW model describes 2 key elements and a 4 stage process model to develop.
The key elements are
Awareness: Before any change can take place, an individual must become aware of their environment so that they can begin to perceive and judge their own performance Awareness is recognising what is happening around you and understanding what you are experiencing
Responsibility: When an individual chooses to take responsibility for their thoughts and actions, then their commitment to them increases with a corresponding increase in performance.
The primary role of any coach is to raise both the awareness of an individual to their situation by asking searching and clarifying questions and to ensure that the individual takes personal responsibility to actively pursue any resulting actions. The coach is present to help the individual work out what needs to be done, not to provide the answer.
This is achieved by asking questions rather than giving answers. The GROW model proposes a questioning sequence as follows
GoalClearly establish the desired end point in a positive, motivating manner RealityCheck the current situation, e.g. resources, attitude Options What are the alternative strategies or opportunities? WillWhat is the commitment to do it, what are they willing to give up to achieve it
On the next pages you will find some example questions that can be used to elicit information on each of the 4 stages of the model. Please be aware that these are only examples to show the different type of questions that could be appropriate. You should not try to ask them all!! – Please remember that listening is critical to a successful coaching session. You should always listen and then consider the next question based on the response, rather than try to plan out a set of questions in advance
The G.R.O.W Model
Good questions are an essential part of coaching. Skilled coaches are able to ask questions that naturally seem to arise from what the other person is talking about. They are alert and curious. Alert to staying on the other person’s agenda and curious about how the other person sees the world and in particular, the situation they are describing.
To be a good coach you need to become skilled in the use of questions and know which questions to ask. Asking skilful questions is a powerful "pull" lever.
This kind of questioning is not about interrogating or putting the other person on the spot. Questioning here is of quite a different nature. It's about deepening our understanding of the other person's position.
There are certain questions that are more or less guaranteed to get people talking and to help you deepen your understanding of their viewpoint. They tend to be open questions, are fundamentally exploratory and can be very catalytic. They are characterised by the fact that they always arise and remain on the other person's agenda. You need to build rapport throughout the whole discussion. Rapport is created by a feeling of common values, interests, goals.
Here are some examples of good questions that follow the GROW model
|GOAL |REALITY | |What is the issue you would like to discuss? |Please describe the current situation | |What form of outcome are you...