If you still are trying to work out what coaching is and how it can assist you in leading people, then take a few minutes to read this.

Coaching is a just another way of having a conversation. It is aimed at developing the thinking, competence, and autonomy of the person being coached. The concept of coaching as a technique has been around for almost 50 years, but I am constantly surprised that many managers with direct reports aren’t using this important tool to their advantage.

The most popular coaching tool in use today is the GROW model for coaching, created by Sir John Whitmore and friends.

Before you ask ‘does this tool work in the real world?’ I can answer by saying that Whitmore began working with Formula 1 racing crews to improve individual performance and improve overall speed and efficiency. Now that is real and practical, and you can measure the improvements easily. This is clearly one place where business can learn from a sporting context.

GROW is an acronym for Goal, Reality, Options and Will.

Goal – What are you trying to achieve here?

Reality – What is happening now? Where are you in relation to your goal?

Options – What could you do? Great, what else could you do?

Will / Way forward – What will you commit to do?

The GROW model is centred on asking great questions that will help get the coachee from where they are now to where they want to be. See the link included below to some great questions to get you started.

Tips for using this model:

• Although you start at Goal and make your way through to Will, you may jump around the different parts of the model as you go through the process.

• Once you know the GROW process, the key is to focus on listening actively and asking the right questions.

• It isn’t crucial to keep notes. Some people like to take notes to refer back to; others prefer to fully concentrate on the listening aspect. Go with what feels best for you.

• Use the model as a guide, and don’t worry if you forget to ask a particular question.

• All you need is a basic understanding of the issue at hand. Focus not on the details of the problem, but on coaching the coachee to solve the problem on their own.

Have a try with the questions complied here in your next 1-on-1.