How to Have a GROW Coaching Conversation - WITH QUESTION TIPS 

Thanks for letting me know. Good luck with the coaching.

Glad it was helpful! Thank you so much for letting me know 🙏

@@helenbryant Dear, I’d like to ask you about the 4A model in coaching (Agreement, Awareness, Action and Accountability) how would it differ from Grow model. I would also appreciate it if just explain it in brief. Best regards

@@qassimshabeer6126 It is a similar structure Agreement = Goal or agree what the person would like to achieve. Awareness = Reality ie what is the situation for the person. Action = Options - ie what could they do about it. I like options in GROW as it helps people think about different ways of achieving a goal. Finally Accountability = Will which is where you are encouraging commitment behind the action plan that is agreed. The key when learning these skills is using a framework to help you keep on track as you lead the conversation. The questions in this video would work for the 4As. I hope this helps you. 😊

@@helenbryant very well said. Thank you dearly

Thank you Geri 🙏

Thank you for letting me know. I'm so pleased you found it helpful.

I'm glad you like it. Thank so much for letting me know 🙏

Brilliant! So glad you found it useful. Reach out if you have any questions afterward. You might find my latest video, where I use the GROW structure to coach. It is a good end-of-year reflection and planning exercise. The video is here ru-vid.com/video/%D0%B2%D0%B8%D0%B4%D0%B5%D0%BE-H8LczKgM8T8.htmlsi=Sa97a1ix9LizuWXe

Glad it helped! Thank you for letting me know 🙏

Thank you for letting me know 😊

Thank you for your comment and for reaching out. That is a challenging situation to deal with, especially when you are new to management. It is essential to address it to maintain a productive work and team environment. Coaching might not be the best approach to use first, depending on the reasons for the behaviour. Here are some steps you can consider: 1. Have a Private 1:1 Conversation to discuss your observations. Use "I" statements to express your concerns and avoid sounding accusatory. For example, say, "I have noticed that there have been instances where your breaks seem to be longer than usual, and I'm concerned about the impact on our team's productivity." 2. Ask questions to understand what is going on. They may be facing challenges that you are unaware of. This conversation can provide valuable insights. What do they want to achieve personally from their work? Can you harness this personal motivation? 3. Set Expectations. Clearly communicate your expectations regarding breaks and work hours and that sleeping at work is unacceptable behaviour. Reinforce the importance of maintaining a professional and productive work environment. If there are specific policies in place regarding breaks, remind them of these policies. 4. By constructively confronting the behaviour and refocusing the person, they should stop, and you will draw a line under their behaviour. If they continue, record specific instances when you've observed extended breaks or caught the employee sleeping. Note the dates, times, and any relevant details. This documentation will be helpful if you need to discuss the issue further. I hope you find this helpful, Helen

@@helenbryant will do that you are a saverr !!! ❤️

Hi, Thank you for reaching out. It can be challenging to coach and give feedback to a reluctant employee, especially when you're unsure where to start. Here are some actions you might want to consider: 1. Before getting onto the feedback/coaching, explain why you want to share it. To help them do their job better. Explain part of your role as a manager is to help them and that you are on their side. 2. Ask questions about what they want to get from their role personally. What are their career goals? 3. Ask them about where they think they are now in achieving that. What are they already doing well? 4. Then ask what challenges they face? Emphasise that you can help them address these challenges. If this has gone well you would be up to the options stage of GROW and you could continue the conversation to find out more and set a plan together. If they have not answered much, it is time to move to feedback rather than questions and coaching. Tell them that you have noticed that they seem reluctant to answer questions that you pose. When they do that they make it difficult for you to know what they think, and where they need your help to succeed. Emphasise that they are not in trouble you are just trying to help them. Encourage them to be more open. Then see what their response is. You might be able to find out why. Building trust take time, so make sure you are consistent in your One-on-Ones with them, and do what you say. I hope this helps. Let me know how you get on 👍

I’m so glad you found it useful. Re the practice…it’s where the magic happens 😊 Reach out if you have any questions. Good luck with the coaching.

Just checked a recent video, already fixed. Awesome, subscribing.

Ha ha! Yes I have been on a RU-vid learning journey - sound, camera settings, editing, background. I’m hopeful that now as I learn and get better that more people will find my leadership lessons. Thank you so much for sharing your feedback and the follow up one has made my day! 😊