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Prime-Hrm Performance Management System Coaching Guide (Grow Model) About The Model

The document provides a coaching guide and template using the GROW model for performance management. The GROW model involves establishing a goal, examining the current reality, exploring options, and establishing the will. The guide outlines how to structure a coaching session using the GROW steps and includes example questions for each step to help the coach and coachee have a productive conversation. The template then provides spaces to record the salient responses from a coaching session using the GROW model framework.

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122 views4 pages

Prime-Hrm Performance Management System Coaching Guide (Grow Model) About The Model

The document provides a coaching guide and template using the GROW model for performance management. The GROW model involves establishing a goal, examining the current reality, exploring options, and establishing the will. The guide outlines how to structure a coaching session using the GROW steps and includes example questions for each step to help the coach and coachee have a productive conversation. The template then provides spaces to record the salient responses from a coaching session using the GROW model framework.

Uploaded by

cory kurdapya
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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FOR THE COACH

PRIME-HRM
Performance Management System

COACHING GUIDE (GROW Model)

About the Model

GROW stands for: Goal, Current Reality, Options (or Obstacles), Will (or Way
Forward). The model was originally developed in the 1980s by business coaches
Graham Alexander, Alan Fine, and Sir John Whitmore.

How to Use the Tool

To structure a coaching or mentoring session using the GROW Model, take


the following steps:

1. Establish the Goal

First, you and your team member need to look at the behavior that you want
to change, and then structure this change as a goal that they want to achieve.
Make sure that this is a SMART goal: one that is Specific, Measurable, Attainable,
Realistic, and Time-bound.

When doing this, it's useful to ask questions like:

1. How will you know that your team member has achieved this goal? How
will you know that the problem or issue is solved?
2. Does this goal fit with their overall career objectives? And does it fit with
the team's objectives?

2. Examine the Current Reality

Next, ask your team member to describe their current reality. This is an
important step. Too often, people try to solve a problem or reach a goal without
fully considering their starting point, and often they're missing some information
that they need in order to reach their goal effectively. As your team member tells
you about their current reality, the solution may start to emerge.

Useful coaching questions in this step include the following:

1. What is happening now (what, who, when, and how often)? What is the
effect or result of this?
2. Have you already taken any steps toward your goal?
3. Does this goal conflict with any other goals or objectives?
3. Explore the Options

Once you and your team member have explored the current reality, it's time
to determine what is possible – meaning all of the possible options for reaching
their objective. Help your team member brainstorm as many good options as
possible. Then, discuss these and help them decide on the best ones. By all means,
offer your own suggestions in this step. But let your team member offer suggestions
first, and let them do most of the talking. It's important to guide them in the right
direction, without actually making decisions for them.

Typical questions that you can use to explore options are as follows:

1. What else could you do?


2. What if this or that constraint were removed? Would that change things?
3. What are the advantages and disadvantages of each option?
4. What factors or considerations will you use to weigh the options?
5. What do you need to stop doing in order to achieve this goal?
6. What obstacles stand in your way?

4. Establish the Will

By examining the current reality and exploring the options, your team
member will now have a good idea of how they can achieve their goal. That's great –
but in itself, this may not be enough. The final step is to get your team member to
commit to specific actions in order to move forward toward their goal. In doing this,
you will help them establish their will and boost their motivation.

Useful questions to ask here include:

1. So, what will you do now, and when? What else will you do?
2. What could stop you moving forward? How will you overcome this?
3. How can you keep yourself motivated?
4. When do you need to review progress? Daily, weekly, monthly?
5. Finally, decide on a date when you'll both review their progress. This will
provide some accountability, and allow them to change their approach if
the original plan isn't working.
PRIME-HRM
Performance Management System

COACHING TEMPLATE
(GROW Model)

I. Personal Information

For the Coachee


Name: __________________________________________
Position: __________________________________________
Station: __________________________________________

For the Coach


Name: __________________________________________
Position: __________________________________________
Station: __________________________________________

Coaching Session
Number: _____
Date: __________________________________________
Venue: __________________________________________

II. Responses

Instructions: Using the GROW questions from the guide, record the salient
responses given by the coachee.

STEPS RESPONSES

Goal

Reality
Options

Will

III. Agreements

__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________

Conforme:

_________________________________
Coachee

____________________________________
Coach

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