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We’ve looked at the first two steps of the G.R.O.W. coaching process; namely, identifying the goal and evaluating the reality.  The next step in the process is to generate options for improvements.  To do that, you’ll need to ask questions that not only probe potential options for improvements, but effectively transfer ownership for those improvements […]

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Last issue we looked at an overview of the G.R.O.W. coaching model, and covered the first step of the coaching process. Be sure to view that issue to understand how to do the first step of the coaching process. Once you have reminded the person you are coaching of the development goals, the next step […]

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Last issue we talked about the importance of performance coaching to get training to stick. And one of the best ways of doing that is by using the G.R.O.W. coaching model. G.R.O.W. stands for Goals, Reality, Options and Way Forward, and you would use G.R.O.W. as a tool to coach improvements to behaviors and performance […]

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If you’re a manager, director, or even the C-level executive of your department, then you may already be aware of the disparity that often exists between the training dollars you spend and the performance results you are getting from that training Training is a good thing and it’s necessary for acquiring the skills needed to […]

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