Page 6 - Manager Coaching Handbook

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After the Session

1. Document the meeting. Keep any notes on file to show what you discussed. Follow through on
any promises you made in the meeting.

2. Monitor the employee's progress at the agreed-upon follow up meetings. Offer any additional
assistance, support, or advice.
3. Recognize and reward successes.
4. Tackle additional development needs that were lower priorities.

G.R.O.W Model

Goal. Reality. Options. Way Forward.

The GROW model is the most common coaching framework used by executive coaches. Given its
relative simplicity, many managers have taught themselves the GROW model as a way to structure
coaching and mentoring sessions with their employees.

The key to coaching and using the GROW model is all about asking the right questions. Coaching isn’t
telling the employee what to do – its helping the employee come up with his or her own answers by
asking the right questions at the right time.

Below are some coaching questions that you, as managers, can utilize, that are categorized within the
framework of the four-step GROW model:

Goal: Coaching starts with establishing a goal. It could be a performance goal, a development goal, a
problem to solve, decision to make, or a goal for the coaching session. Here are some questions
designed to help you and your employee gain clarity on your goals:

1. What goal do you wish to accomplish from this coaching session?
2. What specific results are you trying to achieve?
3. What outcome would be ideal?
4. What do you want to change?

Current Reality: This step helps you and the employee gain awareness of the current situation – what’s
going on, the context, the magnitude of the situation etc.

The key is to take it slow and easy – it’s not a rapid fire interrogation. Let the employee think and
reflect. Use active listening skills – this is not the time to jump to solution generation or share your own
opinions.

Here are some questions designed to clarify the current reality:

1. How are you currently handling_______? What is the affect or result of the way you are
handling ________?
2. What is required/expected of you?

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