Executive coach and guest velocity guru Beth Armknecht Miller offers advice on increasing the productivity of your regular 1on1 meetings with the GROW method.
Now that you are committed to having monthly one-on-one’s with your team members, you need to understand how to spend the time in a way that is productive for both you and your coachee. The easy part is the coaching process while the more difficult is the art of questioning, challenging, and encouraging your coachee.
Let’s take a quick look at one of the more popular coaching processes: GROW. The GROW model was developed and made popular by John Whitmore, the author of Coaching for Performance. GROW stands for Goal setting, Reality checking of the current situation, Options available to move forward to the goal, and What, When, Who, a commitment to action.
Since the first step in the GROW model is goal setting (G) start your coaching conversation with a question that will focus the person on his or her desired result.
Examples of opening questions include:
If you are unclear of the person’s answer, use some clarifying questions and/or statements. These are used to dig deeper into what a person has just said and should be used early and often to uncover more thoughts and ideas from the person being coached.
During the coaching conversation, it is your job to guide and the employee’s job is to do the heavy lifting. So there needs to be questions that empower the person to take action and make their own decisions. This requires that when asking questions of the person, focus on the pronoun “You”. Avoid “We” or “Us” as they don’t invoke ownership and create accountability by the person.
These questioning techniques will assist and guide the coachee to examine and self-reflect on his/her current situation and reality (R) and explored the options (O) open to him/her moving forward.
And finally before the close of our coaching conversation, you need to gain commitment to action by your team member. Here are some recommended questions to use:
Practice using the GROW Coaching process with your future coaching conversations. Try out different questions and make note of which ones provide greater results with specific team members. The more you practice, the more natural it will feel for both you and your employee and the better results you will see.
Beth Armknecht Miller is a Senior Associate at Dynamic Results LLC, a boutique firm offering strategy implementation, accountability and leadership development solutions. Beth is a trusted executive advisor, Vistage Chair, and committed volunteer. She is passionate about building sustainable leadership within small to midsize organizations, which will engage employees, increase performance, and build enterprise value. Her latest book is "Are You Talent Obsessed?: Unlocking the secrets to a workplace team of raving high-performers."
If you are new to coaching and/or experiencing specific coaching challenges, Beth's Coach the Coach program is designed to increase your success as a coach by focusing on your specific issues. You can check it out here.