This paper was initially written as a resource for a group of line managers I was working with. The aim was to foster a coaching culture by enabling them to adopt a coaching style with their team members, peers, senior colleagues and clients.
The feedback from this work was highly positive and the outcomes for the organisation were achieved.
Whatever our role, conversations are fundamental to how we achieve positive results. For line managers, workplace conversations can aid developing performance; with clients (both internal and external) focused conversations can bring great mutual benefit.
I was recently reminded of the usefulness of the GROW model in stimulating focused conversations. The GROW model is particularly well known as an approach to coaching; it can also add value to other important conversations. So, here is a brief overview of the model and how it can be used. Read more