- Think about a couple of people on your team … that you'd like to coach. … Maybe one is a high potential … who's really dying to contribute in a bigger way. … And maybe another has been a bit disengaged … and you want to get at the root of things … and turn them around. … So great, now I want to give you three easy steps … to help you get things started … no matter where they are on the engagement continuum. … Step one is to intentionally design … your coaching relationship with a simple framework. … While there are many coaching frameworks … one of the easiest to implement is called the GROW model. … GROW stands for goals, realities, options and way forward. … Goals of course are the outcomes … your people want to achieve. … And as with any goal, you want to be as specific as possible … so that's it very clear to both of you … what it looks like when it's a done deal. … Realities has to do with what's currently happening … in relationship to any goal. … And discovering what the challenges and roadblocks are. …
- Recall methods for probing deeper in conversations with employees.
- Determine which aspect of a challenge to avoid when determining the challenge an employee can undertake.
- Recognize questions that generate the greatest number of ideas during a brainstorming session.
- Explain the advantage of using focused feedback with an employee.
- Identify the potential benefits of listening and using open-ended questions with an employee who is unhappy with her or her job.