The GROW model


GROWIn order to run a profitable business one has to be good with managing people and the key to managing people is effective coaching and mentoring. As an entrepreneur, you might come across numerous instances in your daily lives where you find yourself directly or indirectly coaching people. Coaching involves making sure your people set realistic objectives and achieve those objectives in desired manner. By effective coaching you can help them make better decisions, solve problems that are holding them back, help them develop new skills which would eventually progress their careers. There are many coaching methods that one could adopt. A specific method of coaching might suite a leader, whereas the same method would not be favorable for another leader, who might be dealing with a different set of people and objectives.

In the early 90s many leaders saw the need to structure a formal and effective method to coaching and objective setting. They eventually came up with the GROW model (or process), which is a simple yet powerful framework for structuring coaching or mentoring sessions. It was developed in the United Kingdom and was used extensively in the corporate coaching market in the late 1980s and 1990s. Even in the present day work cultures, coaching is some way or the other related to the GROW methodology.

The word “GROW” is used as an acronym here and stands for:

G – Goal
R – Reality
O – Options
W – Way forward

So to put it in simple words: while coaching and setting objectives for someone, treat it as a journey i.e. first, you decide where you are going (the goal), and then establish where you currently are (your reality). You then explore various routes (the options) to your destination. In the final step, you establish the way forward i.e. prepare yourself for the journey and plan your next move. This method is a simple yet effective way to coach and helps people think more realistically.

Many a times, leaders get into discussions with their teams, where they bombard them with information, facts, steps, plan etc, but lack this simple framework. The most effective way to use the GROW methodology is to align the basic coaching framework with your firm’s objectives. For example if you were to help a team member set objectives or deliver a desired result for your company, you would first need to discuss and set a clear cut goal, examine the current reality, evaluate the options and plan the way forward. Finally, decide on a date when you’ll both review the progress.

This method is highly effective even while setting personal goals and objectives. The core of the framework is that it helps one think and channel their thought in a more structured method, rather than get into a haphazard information dump. As with many simple principles any user of GROW technique can modify and apply a great deal of skill and knowledge at each stage but the basic process will always remain the same.

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