Coaching is usually a term we hear in sports, but it makes sense that a manager or supervisor would also function as a coach. Coaches enhance an athlete’s performance much in the way a manager or supervisor can improve the performance of their employees. Performance coaching encourages employees to enhance their skillsets continuously.
Some of the significant causes for performance problems include lack of knowledge or skills, issues with a workplace process or condition, lack of resources or technology, and lack of motivation. Performance coaching can help to identify some of the barriers to high-level performance.
The G.R.O.W. Model
G.R.O.W. is a performance coaching model that was developed in the 1980s. G.R.O.W. stands for:
- Current Reality
- Options (or Obstacles)
- Will (or Way Forward)
What is the Goal?
The first item to be determined is the goal of coaching. What is the behavior that needs to be changed? The purpose should be written similarly as an instructional objective. It should be specific, measurable, attainable, realistic, and time-bound.
What is the Current Reality?
Determine what the employee’s and organization’s starting point is. What are some things the employee excels at? Can these be leveraged to attain this new goal? Are there any steps being actively taken toward the goal? Does the goal conflict with other developmental goals?
What are your Options?
Once there is a clear understanding of the goal to be met and the current reality of the situation, then employees and supervisors should discuss the options for achieving this goal. Does the employee need more support from managers or co-workers? Does the employee need training? Are there online training programs to help the employee achieve the goal? Are there any obstacles that stand in the employee’s way?
How Willing is the Employee?
Create a plan of action for moving forward. Make sure the employee understands what is expected of them, and by what time. Ask the employee how he or she will keep him or herself motivated and what you can do to help? Review goal progress with the employee regularly to make sure he or she is progressing.
One of the most critical parts of performance coaching is to give the employee relevant and meaningful feedback. People do not grow from their experiences if they do not have the opportunity to reflect on them. Offering employees feedback on their progress will allow them to reflect on their current progress and future steps to be taken. Successful performance coaches deliver feedback as close to the benchmark as possible and regularly.
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