Updated: Jul 18, 2022
Coaching is a process commonly used in workplaces to improve employee performance and productivity but can also contribute towards promoting an inclusive culture. Coaching tools are designed to give employees the opportunity to grow by helping them attain their professional and personal goals. Coaching frameworks offer managers a systematic approach to discussing and addressing an employee’s current situation and help them set goals to achieve their potential. When used effectively, this collaborative process has been known to increase engagement, identify areas for self-development, increase job satisfaction and generally drive motivation.
There are several coaching models that can be used in the workplace for both individual and groups. The GROW model, first published by Sir John Whitmore and his colleagues in the 80’s, is an example of one such framework frequently used for corporate coaching.
How does it work?
The coach asks effective and dynamic questions which are designed to help employees identify their ultimate goals and create a road map towards achieving them. More specifically, the framework / conversation focuses on four key things:
1. The employees Goal
2. Their current Reality
3. Obstacles currently in their way
4. The Way Forward Goal: The destination.
Goal: The employee identifies where they want to be in the future. It should be a SMART goal (Specific, Measurable, Achievable, Realistic and Timebound) so that they can categorically recognise when they have achieved it.
Reality: Employee should consider the current situation. What are the challenges they are facing that are preventing them from achieving the desired outcome?
Obstacles: What is standing in their way? Are there many steps that need to be overcome to reach the goal? What are they? How can they be tackled?
Way Forward: What steps can be implemented to help achieve the goal? These should be clear, actionable tasks that will enable the employee to gradually move towards the end result.
In this process, the coachee should lead the conversation. Coaches use good questioning techniques to guide the conversation, providing high level feedback only, not solutions.
Here are some examples of questions that managers / coaches interested in implementing the GROW Model technique in their organisation could use at each of the four stages:
What does your ideal future look like?
What areas to you want to develop in?
What do you want to achieve from our time together?
Up till now, what have you done to help achieve your goals?
What is going on right now?
How far away from your goal are you?
What does step one look like?
What else could you do?
If you could overcome one thing in the next month, what would it be?
Is there anyone else who could support you in changing that?
What are your first steps going to be?
How committed / motivated are you to achieve this goal?
When will you begin the process?
If you would like to learn more about coaching, or would like workshops arranged for your organisation, reach out to us today! Enquiries@healthofbusiness.com