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Another useful tool to use at the Reality stage is the SWOT methodology; a simple yet effective way of looking at the present situation. Here the aim is to look at different ways to achieve the same goal. At the Options stage, using tools such as lateral thinking can beneficial to generate new courses of action and the Belbin Team Model can be of great use in working out who might be able to help and how.
For more complicated goals traditional Project Management processes may be useful to apply. At a simpler level, using the SMART tool helps to capture the original goal and make sure the next step is an achievable one. You may want also want some help, delving deeper into these tools or identifying your goals. I have the pleasure of assisting many amazing individuals and organisations in my work. If you would like some assistance too, in person or online, then please do drop me a line.
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Learn how your comment data is processed. Skip to content. What does GROW stand for? And really it looked like 1, 2, 3, 4 or sometimes 1, 3, 4 or just 1, 2, 3 etc. They bounced it and a few other ideas off an internal communications person at McKinsey who said GROW would fly well, and liked it because it was simple and because it was actions and outcome focused.
They had no idea of its significance at the time! It is necessary first to develop a coaching mindset and authentic coaching behaviours in order to discover how powerful GROW can be. Focusing on transformational rather than transactional coaching, our experiential coach training programmes show managers and leaders how really to GROW people, performance and purpose.
It is necessary to also develop a coaching mindset and authentic coaching behaviours in order to discover how powerful GROW can be.
Find out more about why a collaborative approach creates the highest performance by reading about The Performance Curve. Leaders can use the GROW model in conversations with individual team members, whole teams and colleagues. Pick the questions that work for a particular situation out of this infographic and have a go. Remember to bring a partnering approach and you coach people to lean into their own potential. You can send an email or use our contact form. There may be a royalty fee to pay.
Performance Consultants is the leading global provider for transformational coaching and leadership development. The Coaching for Performance training programme holds triple accreditation in recognition of its world-class design and delivery. With a few powerful coaching questions, a leader or coach can quickly raise awareness and responsibility in each area: G : goals and aspirations R : current situation, internal and external obstacles O : possibilities, strengths and resources W : actions and accountability The key is to set a Goal which is inspiring and challenging, not just SMART specific, measurable and achievable in a realistic time frame.
When is the GROW model used? How do leaders use the GROW model with teams? How do organizations use the GROW model?
Imagine you already reached your goal. How did you do it? What else do you need to reach your goal? Where can you get it? Which criteria will you use to evaluate this option? What are the pros and cons of this option? Step 4: Will. Example questions to maximise the will: What exactly will you do to reach your goal, and when?
Which of these options will you take? What concrete step can you take NOW? What steps come after? Are all obstacles taken into account? How will you overcome your obstacles? How motivated are you, on a scale from 1 to 10, to go for this option? What do you need to have a 10? How can your surroundings support you? Will this plan get you to your goal? Will it solve the underlying problem, too? Interested in the Grow Coaching Model? Contact us today for more information about coaching with the GROW model, or any other coaching technique.
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