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Does my coach love me, or am I being delusional?
Given its relative simplicity, many managers have taught themselves the GROW model as a way to structure coaching and mentoring sessions with their employees. GROW is an acronym that stands for:. Managers use the model to help their employees improve performance, solve problems, make better decisions, learn new skills , and reach their career goals.
The key to coaching and using the GROW model is all about asking great questions. Following are 70 coaching questions managers can utilize, categorized within the framework of the four-step GROW model. Coaching starts with establishing a goal. For clarity of goal setting as well as consistency across your team, encourage your employees to use a S. The key is to take it slow and easy with your questions. Let the employee think about the question and reflect on his or her answers.
Here are 20 questions to help probe for and achieve commitment:. A coaching conversation hardly ever follows a nice, neat sequential four-step path. However, an arsenal of awesome questions within the GROW framework gives managers the confidence needed to get started, until it becomes a natural, conversational flow, ebbing back and forth within the framework. By Dan McCarthy. GROW is an acronym that stands for: Specific Measurable Attainable Realistic Timely. What goal do you want to achieve?
What would you like to accomplish? What result are you trying to achieve? What outcome would be ideal? What do you want to change? What would the benefits be if you achieved this goal? The following 20 questions are designed to clarify the current reality: What is happening now what, who, when, and how often?
What is the effect or result of this? Have you already taken any steps towards your goal? How would you describe what you did? Where are you now in relation to your goal?
On a scale of one to ten where are you? What has contributed to your success so far? What progress have you made so far? What is working well right now? What is required of you? Why haven't you reached that goal already? What do you think is stopping you? What do you think was really happening? Do you know other people who have achieved that goal?
What have you already tried? How could you turn this around this time? What could you do better this time? What are your options? What do you think you need to do next? What could be your first step?
What do you think you need to do to get a better result or closer to your goal? What else could you do? Who else might be able to help?
What would happen if you did nothing? What has worked for you already? How could you do more of that? What would happen if you did that? What advice would you give to a friend about that?
Which option do you feel ready to act on? What could you do differently? Who do you know who has encountered a similar situation? If anything was possible, what would you do? What else? Here are 20 questions to help probe for and achieve commitment: How are going to go about it? What do you think you need to do right now? How will you know when you have done it? Is there anything else you can do?
On a scale of one to ten, what is the likelihood of your plan succeeding? What would it take to make it a ten? What obstacles are getting in the way of success? What roadblocks do you expect or require planning?
What resources can help you? Is there anything missing? What will one small step you take now? When are you going to start? How will you know you have been successful? What support do you need to get that done? What will happen or, what is the cost of you NOT doing this? What are three actions you can take that would make sense this week? Continue Reading.