As a leader, one of the most important contributions you can make is helping your team set the right goals (and achieve them). There are different goal-setting frameworks out there, but the GROW coaching model stands out as a simple yet effective way to set goals with your team. Combine it with the Hive Goals feature to set powerful goals that your team will not only be on board with but will also be motivated to achieve.
What is the GROW coaching model?
The GROW coaching model was created by Sir John Whitmore, a pioneer of workplace coaching, and his colleagues in the late 1980s. It has become one of the most popular coaching frameworks since then, as it can be adapted to a wide range of situations and organizations. It’s based on four key steps: Goal; Reality; Options; Will.
The first step is figuring out what you want to achieve. The second step is assessing where you currently stand in relation to that goal. The third step is brainstorming options to move forward and bridge the gap between where you are and where you want to be. The fourth and final step consists of creating an action plan to help you follow through and stay accountable. The beauty of the steps is that they’re simple and can be implemented in one-on-one career development settings or while setting team goals.
Benefits of the GROW coaching model
Beyond simplicity and ease of implementation, the GROW coaching model increases your chances of setting meaningful goals and actually turning them into a reality. That’s because it encourages awareness and reflection, opens up creative avenues for problem-solving, and turns nice ideas into concrete game plans.
“The GROW coaching model offers many benefits, such as increased self-awareness and self-reflection, improved goal-setting and achievement, enhanced problem-solving skills, a greater focus on personal and professional development, better communication and interpersonal relationships, and increased motivation and engagement,” according to Justin Donne, leadership and management expert, certified coach and accredited mentor.
Set goals with the GROW coaching model
If you want to start implementing the GROW model to set goals with your team, Donne recommends familiarizing yourself with the principles of the model as a first step. Additionally, it’s important to cultivate psychological safety within your team to make the most of the framework.
“It is crucial to establish a supportive and non-judgmental environment that promotes open communication and feedback,” he says. You’ll also want to work on your own coaching skills or hire a facilitator. “Furthermore, it is essential for leaders to possess coaching abilities that will allow them to facilitate the coaching process effectively. This may involve attending training or working with an experienced coach to develop their coaching skills,” adds Donne.
Once those two pieces of the puzzle are set into place, you can start leveraging the GROW coaching models when setting goals. Here are different ways to use it.
1. Gain clarity
“In practice, the GROW model could take the form of a coaching conversation where the coach asks open-ended questions to assist the individual in gaining clarity on their goals, assessing their current situation, and exploring potential solutions,” says Donne. “Throughout the process, the coach may offer guidance and feedback to help the individual enhance their skills and achieve their targets.”
Whether you get your team in a meeting room and go through the exercise of answering powerful questions as a group or guide one of your reports through the process, use the GROW model to gain clarity about current opportunities and challenges, desired outcomes and objectives.
2. Align goals with priorities
The GROW model is a great framework for setting SMART goals, but also choosing targets that align individual or team goals with larger organizational priorities. Use it as a compass to identify which goals make the most sense to pursue and which strategies you should be prioritizing to achieve them based on your strengths and resources. Create a personalized Hive Goals dashboard to unite your team and give everyone visibility into progress and priorities.
3. Encourage team reflection
Donne says that the GROW model is also great for encouraging self-reflection (or team reflection). When setting goals, use it to get more intentional about your desires, the obstacles that you face and any action plans that you devise.
What can you learn from the past that will allow you to move forward with more wisdom? Do your goals and strategies make sense when it comes to the company values that your team aims to embody? The GROW model can help you answer deeper questions during the process of goal-setting.
4. Facilitate the development of an action plan
It’s also great for encouraging the development of an action plan and making sure that your team is equipped for execution. Use the GROW model to outline specific steps and deadlines for achieving the set objectives.
5. Create a culture of feedback
You can also lean into the GROW model to create a culture of feedback. Once goals are set, you’ll want to revisit your efforts and check in on progress. Provide frequent feedback and support to help your team stay focused and adjust their approach as required, suggests Donne. Again, you can complement the GROW model approach with Hive Goals when reviewing progress and looking for ways to optimize your strategies.
6. Embrace self-coaching
Finally, you can even use the GROW model for self-coaching. Performance Consultants (the company Sir John Whitmore co-founded) has a convenient worksheet to help you or your team members embrace self-coaching during the goal-setting process and the pursuit of your goals.
While there are many ways to use the GROW coaching model when setting goals, one thing is for sure: It’s an adaptable framework that will broaden your perspective and help you break things down into a manageable plan – and who doesn’t like that?
