Managing Effective Teams using the
GROWTH coaching model
Dieter Weinand
© The Association of Independent Schools of NSW
Session outcomes
 Develop knowledge of the GROWTH coaching model
and how to apply it to developing people
 View a coaching conversation in action
 To understand the difference between mentoring and
coaching
© The Association of Independent Schools of NSW
“Employees are more engaged with
their work when they are able to do
what they do best.”
Adapted from Buckingham & Coffman 1999
First Break all the Rules
© The Association of Independent Schools of NSW
Coaching is……
“….unlocking a person’s potential to maximise their own
performance. It’s more often about helping them
learn rather than teaching them”
John Whitmore, Coaching for Performance
© The Association of Independent Schools of NSW
Coaching is……….
 essentially a conversation
 effective listening
 asking the right questions
 about learning
 providing effective feedback
© The Association of Independent Schools of NSW
Coaching is..….. achieving goals
Where are
you today?
How will you
get there?
Where are
you going?
Internal
State
Existing
State
Political
State
Cultural
State
Technical
State
© The Association of Independent Schools of NSW
Desired
State
The context of coaching
Awareness
Responsibility
• the product of
focused attention,
concentration
& clarity
• taking responsibility
for our thoughts
& actions
• the gathering of facts
– what is relevant?
© The Association of Independent Schools of NSW
• commitment &
performance rises
from choice, not
blame
3 Pillars of Coaching
 Growth Model
 Coaching Skills
 Emotional Intelligence
© The Association of Independent Schools of NSW
The GROWTH coaching system is…
Relationships
Building the trust
G
Goals
What do you need to achieve?
R
Reality
What is happening now?
O
Options
What could you do?
W
Will
What will you do?
T
Tactics
How and when will you do it?
H
Habits
How will you sustain success?
Results
© The Association of Independent Schools of NSW
Celebrating the results
Something you have been putting off?
© The Association of Independent Schools of NSW
Indicators of a Useful Coaching
Conversation
A – Actions
C – Clarity
E – Energy
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Coach / Mentor Ladder
NON DIRECTIVE
Listen
Empathise
Discovery
Clarify
Ask questions
Share opinions
Inform
Provide guidance
Give advice
Tell
DIRECTIVE
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Informing
Problem Solving and Delegation
© The Association of Independent Schools of NSW
Next steps – goal / future
Where do you want your team or staff
to be by the end of 2012?
© The Association of Independent Schools of NSW
Next steps - personally
1. Find a partner who you can work with to develop
your coaching skills and goals
2. Agree how often you will meet – once a month,
once every two months or once a term?
3. Create actions in between check-in sessions
4. Celebrate your progress – even the small wins!
© The Association of Independent Schools of NSW
Broad applications
 Leadership coaching
 Peer coaching
 Student coaching
 Team coaching
 Creating a coaching culture
© The Association of Independent Schools of NSW
Vision without action is but a dream.
Action without vision is a waste of energy.
But a vision with action can move mountains.
(Lao-Tze)
© The Association of Independent Schools of NSW
Want more coaching ideas?
• Request a free Leadership Coaching
newsletter www.growthcoaching.com.au
• Email Dieter Weinand:
dweinand@growthcoaching.com.au
• Enrol in our Coaching Accreditation Program
© The Association of Independent Schools of NSW