Coaching conversation with GROW
Does one of your employees have a problem related to their duties or the atmosphere within the company, and is this affecting their job satisfaction? If so, conduct coaching conversations according to the GROW model. We help you to apply this method correctly, so that both your employees and your organisation can benefit as much as possible.
What is the GROW model?
The GROW model is a method specifically focused on the development and wishes of employees. The starting point is that the employee is the expert on their own situation. This means that the employee knows the solution to their problem themselves. As an employer, you do not have to solve this problem, but rather guide your employee through the process.
Your employee is actively engaged in clarifying a problem and identifying solutions. If they get stuck, you must motivate them to continue searching for solutions. You can also improve their thinking process by asking open questions.
How is the GROW model applied in a coaching conversation?
The GROW model is applied within a coaching conversation. You listen to the insights your employee has already reached. It is not the intention for you to provide your own solutions. This disrupts your employee’s process. You have a supporting role and want to let your employees’ thoughts take their course as much as possible, so that they truly come up with their own solutions.
GROW in 4 steps
The GROW model consists of four steps: Goal, Reality, Options, and Will. Go through all these steps to achieve the optimum result together with your employee.
(G)oal
In the first step, you and your employee look at what they want to achieve. Ensure that you let your employee do the thinking. For example, ask what you can do to help the employee. Also, work together towards a concrete goal—a goal that is measurable.
(R)eality
To solve a problem, it is important to have a clear picture of what the problem is and what its consequences are. Your employee can provide a better picture of the situation and how they feel about it by using a number of examples.
(O)ptions
Once the problem is clear, you can start looking for solutions together with your employee. Let your employee brainstorm freely and encourage them to think more deeply. You may suggest ideas yourself if necessary, but the final decision lies with your employee.
(W)ill
Once you and your employee have arrived at a few possible options, it is time to take action. Which of the ideas will work best in reality to solve the problems? Based on the idea, create a clear action plan that is divided into smaller steps. Determine a realistic timeframe for each step. After each period, measure the extent to which the goals have been achieved and consistently ask your employee how you can support them.
Do you have more questions about this? Please contact us; we would be happy to advise you on HR advice.
