Using The Grow Coaching Model Appropriately

The GROW coaching model is a straightforward arrangement that can be employed very successfully in coaching. But to be really successful, it requires to be utilized in the appropriate way and with the client at the actual center of it. The term GROW, certainly, is an acronym for goal, reality, options, and will (sometimes referred to as way forward or wrap up). As have been mentioned, the paradigm is straightforward. The things that need to accomplish are: pinpoint the objective of the person being coached or the “client” (G), note where they are with their goal now (R), examine all the alternatives available to accomplish the objective (O) and facilitate in making the client bind to one or more alternatives for action (W). On the other hand, the GROW coaching model all too often ends up, in reality, detracting people from successful coaching. This is mainly true with new or training coaches where they put too much application on the paradigm and not enough on what the person being coached is trying to say. This is not an error of the coaching standard itself but of the manner it is used. In line with this, we must remember that we should not treat the GROW model of coaching as a linear checklist procedure. Oftentimes, coaches will merely run through the method as though doing a review, ending with an orderly record of approved actions. This will virtually surely bring about failure on the part of the person being coached to take action and disappointment for the coach. In its place, we must deal with the model as simply a map that organizes a multifaceted journey. Slow down and let every phase of the journey be completely discovered. Keep in mind that there are four key phases revealed on the map however, similar to any voyage the real journey is full of diversity, surprise and distractions. We may use the model as our map but we must remember that the client is worthy of experiencing the richness of the voyage. We must also not forget about certain key questions. To be exact, there are four questions that we must take note of instead of merely thinking about goals, reality, options, and will. What is more important is for us to think about what we are really asking the person being coached. What do you want? Where are you now? What are the things you can do? What are the things you will do? We can learn more about how to appropriately apply the GROW coaching model through a leadership training program. It can help much to learn more about it today, especially if we intend to improve the way we coach employees.