Let’s talk about GROW Framework for enhance your leadership skill GROW FRAMEWORK The GROW model of coaching has been designed by Sir John Whitmore and is central to his best-selling book ‘Coaching for Performance’. This coaching model can be used to structure mentoring conversations. It is particularly useful when new to mentoring as it provides a framework within which to hold mentoring conversations that enables you and your mentee to: 1 Ensure the time is being spent on mentees’ goals 2 That goals are explored 3 Mentee’s self-awareness and awareness is raised 4 Solutions, actions and activities are agreed 5 There is commitment from your mentee to progress their development Source: elancoaching.co.uk 1 What do you want? l a What is happening now? Re ity al Go The GROW Model s on W What will you do? Op t i li l GROW What could you do? Source: elancoaching.co.uk 2 Goal Setting The initial step involves reaching an agreement and comprehension regarding the objective the mentee aims to address during the session. This phase holds significant importance. Several guiding questions can assist in this process: What are your aspirations for this session? Given that we have half an hour, what progress would you ideally like to achieve by the end? What takeaway would be most beneficial for you during our time together? An effective goal should adhere to the following criteria: SMART, PURE, and CLEAR Specific, Measurable, Agreed-upon, Realistic, and Time-bound Positively phrased, Understood, Relevant, and Ethical Challenging, Legal, Environmentally responsible, Appropriate, and Documented Source: elancoaching.co.uk 3 Agreeing Mentoring Goals An eight-step plan based on Well-Formed Outcomes 1 Say what you want positively: What's your goal? 8 Does your goal fit with who you are and what you stand for? 2 Figure out how you'll know you've succeeded: How will you see, feel, and sound? What will change? 7 Is the time you'll spend worth it? 3 Can you start and keep going? What's holding you back? What do you need to start? 6 What's the price? Is it worth it? What will you gain or lose? 4 You already do things that work, so what can you use from that to reach your goal? 5 Where and when do you want this? Always or in certain places? When don't you want it? Source: elancoaching.co.uk 4 Reality Checking After setting your goal, it's important to dig into the facts and feelings related to the issue or problem. This helps you become more aware of yourself and your surroundings. Awareness means seeing things as they truly are, and self-awareness means understanding how your own thoughts can change how you see things. To do this, we often need to pay attention to our emotions: How did you feel about...? What feeling stands out the most when...? What do you think scares you? On a scale from 1 to 10, how confident are you in your ability to...? A question that usually helps is: "What have you done about this so far? And what happened because of it?" If the answer is nothing, then ask: "What stopped you from doing something?" Source: elancoaching.co.uk 5 Options Your mentee knows what's really happening in the situation they're dealing with. They need to think about what they can do to solve the problem or make things better. Having choices is important because it helps us feel like we're in control. It's even better when we get to pick our own choices and make our own decisions. Sometimes, when we're asked to think of ways to solve a problem, we might feel negative. This negativity comes from our own beliefs that limit us. As a mentor, it's our job to help people see past these beliefs. Here are some common negative responses: I don't know. It's impossible. It can't be done that way. Others won't agree to that. It'll cost too much or take too long. To get rid of this negativity, we can ask questions like: What if you did know the answer? What if the problem wasn't there? What would you do? What if you had enough money or time? The key is to find out what's holding them back, and then finding solutions becomes easier. Source: elancoaching.co.uk 6 What is To Be Done? Cover the what, when, who (support/involved) and the will to do it. If this is not explored you may think your mentee has left the session with agreed actions and be surprised to find that when you next meet that nothing has happened! Some questions that may help are: What are you going to do? When are you going to do it? What other considerations do you have? Will this action meet your goal? What obstacles might you meet along the way? On a scale of 1-10 how confident are you that will carry out the actions Who needs to know? What support do you need? How and when are you going to get that support? agreed? What prevents it from being a 10? What would make it a 10 for you? Source: elancoaching.co.uk 7 Want to learn more on the implementation of this templates? Come and join your team at the "Leaders Learn Coaching Culture" workshop, a full-day event designed to elevate your HR career. Here, you'll receive both theory and hands-on practice with frameworks you can implement in your daily work, enhancing your leadership and team-building skills. This training will be guided by Juliana Napitupulu, an expert with over 20 years of experience in human skills development and psychology. Her consultancy expertise spans various sectors, including state-owned enterprises, banking, multinational corporations, private companies, and ministries. Her contributions have empowered organizations to strengthen team leadership and cultivate positive cultures.
