Structure your discussions for better outcomes
Recently I have been working with some student project teams. In preparation for the discussions, I read Coaching for Performance by Sir John Whitmore. It is the 25th anniversary edition, and the ideas have been around since 1992.
The GROW model is a foundation of the book: Goal, Reality, Options and Will. It describes the process of going through each of these steps, be it a discussion with an individual, a team or an organization.
Those of you who are coaches probably know this model well. I had heard of it before, though never explored it in detail. Here are the elements.
- Goal: What do you (really) want? Connect to the energy of an inspiring goal to increase self-motivation and commitment.
- Reality: Where are you now? Explore the current situation and inner thoughts to generate greater clarity and self-awareness.
- Options: What could you do? List and sort the possibilities and strengths to increase creativity, choice and self-belief.
- Will: What will you do? Define actions, set accountability and feedback to create the conditions for continuous learning.
I tried this structured approach with the teams, in preparation for a client meeting and for my own self-reflection. Its simplicity was really helpful to define the goal, the situation today, some options to get there and specific steps to take. It also helped to understand what pieces are missing and where more work needs to be done.
The website says that the model was developed initially for McKinsey, and they liked it because “it was simple and because it was actions and outcome focused.” For sure on the simplicity front, I can appreciate its value.
As the first half of 2021 comes to a close, perhaps you can use learning from the GROW model with your teams, yourself or your business to prepare for the future. Its structure may help with better focus to achieve your goals.
Best wishes for a good summer!
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