Management framework
Why is it important?
The G.R.O.W. model provides a simple yet powerful framework for coaching employees. By setting Goals, exploring Reality, considering Options, and committing to Will/Way forward, managers can have focused, productive conversations that drive performance.
Explained
G.R.O.W follows four key stages:
Goals - Agree on a SMART goal for the conversation. What is the desired outcome?
Reality - Explore the current situation. What challenges are faced?
Options - Brainstorm multiple approaches. What are possible solutions?
Will - Commit to specific actions. Who will do what by when?
Each of these stages involves both self-reflection and discussion. As a manager using the GROW model, your role is to guide the conversation with open-ended questions, listen actively, and help the team member explore their thoughts and feelings. The objective is not to provide answers, but rather to facilitate the process by which the individual can find their own solutions and action steps.
Here's a breakdown of each step with key questions to ask:
- Goal:
- Objective: Define what the coachee wants to achieve.
- Key Questions:
- What do you want to accomplish?
- What is the ideal outcome?
- How will you know that you have achieved this goal?
- Is this goal realistic and achievable?
- Reality:
- Objective: Understand the current situation and the context of the issue.
- Key Questions:
- What is currently happening?
- What are the challenges you are facing?
- How have you tried to address this issue so far?
- What impact is the current situation having on you and your team?
- Options:
- Objective: Explore different strategies or paths to achieve the goal.
- Key Questions:
- What could you do to change the situation?
- What alternatives have you thought about?
- Who could help you with this?
- What are the pros and cons of each option?
- Will (or Way Forward):
- Objective: Commit to specific actions to move towards the goal.
- Key Questions:
- What will you do, and by when?
- What steps will you take first?
- How will you keep yourself accountable?
- What might get in the way, and how will you overcome these obstacles?
It's also important to adapt your questions and approach based on the individual's specific situation and personality. Some people may need more guidance in setting realistic goals, while others may require support in identifying actionable steps
How to apply?
To implement G.R.O.W.:
- Schedule regular 1-on-1s for coaching conversations
- Use the model flexibly - not all stages always needed
- Practice active listening and asking open questions
- Jointly agree on actions and follow up on progress
Following this simple model creates clarity, alignment, and commitment. Employees feel empowered to improve, and managers develop their teams.
