In the last video, we talked about reality… getting clear on where your employee is right now… and what might be holding them back. Now we move into the next step of the GROW model… developing options. And honestly… this is where coaching either comes to life… or falls flat.
The GROW Model – “R” for Reality
In the last video, we focused on setting clear, SMART goals. Now we move to the next step in GROW: which is “R” for Reality. Once you know where you’re going…you need to understand where you’re starting from. And this is where many leaders go wrong. They jump straight to solutions without fully understanding the situation. But if you don’t understand the problem clearly, you’ll often solve the wrong thing. So instead of telling,start by asking….
What is the “G” in the GROW Model?
In the last video, we introduced the GROW model— a simple way to structure coaching conversations. In this video, the 3rd in the series on Coaching and Mentoring, we start with the first step: “G” for Goal. Why? Because without a clear goal…coaching doesn’t really work. You end up circling the same issues without making real progress. A clear goal gives you direction. It gives you focus. And it gives you a way to measure success.
What is the Difference between Coaching and Mentoring?
In the last video, we talked about coaching as a combination of strong relationships and clear goal setting—and why that matters for performance. Now let’s get really clear on what coaching actually is… and how it’s different from mentoring.
Coaching is focused. It’s about helping someone improve a specific skill or performance area.
Mentoring, on the other hand, is broader. It’s more about guidance, support, and long-term development.
Watch this weeks video to learn more…..
Coaching, What It Is and Why It Matters
You are in your office looking over your performance report and it happened again. Your low performing employee failed to meet quota this month even after you spoke with them about the importance of meeting goals. This employee has a great attitude and you know they can do better. You just do not know how to motivate them to reach the goal. Money used to work, but that has worn off. You are baffled and you know being frustrated makes matters worse. What do you do? This week I start a new series of video blog posts (Vlogs) On Coaching and Mentoring.
The series will focus on how to better coach your employees to higher performance. Over the next several weeks we will cover: • Define coaching, mentoring and the GROW model. • Identify and set appropriate goals using the SMART technique of goal setting. • Identify the steps necessary in defining the current state or reality of your employee’s situation. • Identify the steps in developing a finalized plan or wrapping it up and getting your employee motivated to accomplish those plans. • Identify the benefits of building and fostering trust with your employee. • Identify the steps in giving effective feedback while maintaining trust. • Identify and overcoming common obstacles. • Identify when the coaching is at an end and transitioning your employee to other growth opportunities. • Identify the difference between mentoring and coaching