As leader, you are responsible for getting the best performance from each person in your team. In this context, a coaching style helps develop individual capability by minimising the stuff that gets in the way of people reaching their potential.

One of the fundamental beliefs that informs effective coaching is that ownership for an individual’s performance lies with that person.

By adopting a coaching style, you will of course guide and support your team member but ultimately the responsibility for performance rests with him or her.

To help you coach performance, here is a tried and tested framework to guide your coaching discussions. It is based upon asking the individual insightful questions, actively listening and summarising to help them choose the best options available to them.

    G: GOAL

    • What does the person want to achieve?
    • What level of performance needs to be attained?
    • Is the required outcome clear?


    • What is the situation now?
    • What is the current level of performance?
    • In reality, where is he or she starting from?


    • What options are available to the person?
    • What choices are open to him or her?

    W: WRAP UP

    • Which option or options is he or she committed to most?
    • What actions will the individual take, and by when?

To get used to the model, here’s an opportunity to apply it to yourself.

Take a moment to think of your own personal development and identify an area where you would like to improve.

Now, grab a blank sheet of paper and write down:

    • What do you want to achieve? And by when?
    • In reality, where are you starting from?
    • What options are available to you?
    • Which of these options do you feel committed to most?
    • What will you commit to, and by when?

To learn more about the GROW model, and how it can be used to coach performance, tune into the FREE Webinar on June 27th at 1pm BST – Coaching for Line Managers

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