The GROW Model for the Coach Approach To Leadership

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Transcript:
When it comes to the role of a leader, it’s helpful to think about a manager to coach continuum. As a leader, there are times when you need to tell others what to do. And there are times when you need to guide others through mentoring.

But both of these approaches are overused, and often used when the coach approach would be more effective instead. The coach approach to leadership puts a focus on asking questions to facilitate problem solving, rather than solving the problem yourself through managing or mentoring.

It sounds easy in theory. But in reality, many leaders have good intentions to coach, but fall short. Frankly, it’s easier to tell someone what to do. It’s the way most of us have always done it, and it feels really good for our ego when we provide solutions to others. Unfortunately, telling someone what do isn’t very effective, and it robs them of the opportunity to grow.

So how do you make the shift from manager to coach?

First, let go of being the expert. Instead, support the expertise of those you lead by helping them learn to think for themselves.

You know the adage, Give a someone a fish and you feed them for a day; teach someone to fish and you feed them for a lifetime. That’s what we’re talking about here.

Great leaders believe in those they lead and ask the right questions to coach them into coming up with solutions all by themselves.

It starts with resisting the urge to tell others what to do, and asking questions to help others think and plan their way forward. The GROW model is a simple but effective framework you can use to do this.

Let's take a look at how it works.

G stands for goals. Your first few questions help someone establish what they would like to work on. For example, you can ask “What would you like to achieve?” or “What are you hoping to get from our time together?”

R stands for reality. Here you can ask questions that help the other person understand their current situation, like, “Why is this important?” or “What would success look like?”

O stands for options. Next, ask, “What are a few things you could do to reach your goal?” and then ask, "What are the pros and cons of each option?"

W stands for ‘will’ or ‘way forward’. Here’s where you support them in making a plan. Ask questions like, “Which option will best help you meet your goal?,” “How will you overcome potential road blocks?” and, “What specifically will you do and when?

So there you have it, by using The GROW Model, you can help others come up with a plan to solve their own problems. That’s coaching!

When we coach and facilitate problem solving, we keep accountability for the forward movement of others, but we don’t take on the extra work of solving their problems.This approach holds others capable, and helps the other person AND your entire organization grow!

How will you grow your coaching skills? What’s your next step?
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