GROW is one of the effective coaching models which is used for coaching high performance team or individual in earlier days, now it is been used by Corporate and business coaching.

1. WELCOME
BY ANBU JOSEPH C CSP, ICP-ACC
SCRUM MASTER, CTS

2. Agenda
1. Intro
2. Various Coaching models
3. Grow Model
4. Activity

3. What is Coaching ?
"Coaching is unlocking a person’s potential to maximize their own performance. It is helping
them learn rather than teaching them" (Whitmore, J, 2004)
'Effective coaching – listening, summarizing, asking questions to encourage fresh thinking and
listening further – is a facilitative, catalytic intervention which raises awareness, brings about
personal reflection, learning and development leading to commitment to self directive problem
solving and decision making.’ (Michael O’Flaherty 2011)
Coaching is 'a process that enables learning and development to occur and thus performance to
improve. To be successful, a coach requires a knowledge and understanding of process as well as
the variety of styles, skills, and techniques that are appropriate to the context in which coaching
takes place'. (Parsloe, Eric 1999)

4. Effective Coaching Models
GROW
TGROW
OSKAR
CIGAR
STEER
CLEAR

5. GROW model
The GROW Model is a simple four-step process that helps you structure coaching and mentoring
sessions with team members.
GROW is an acronym that stands for:
◦ Goal.
◦ Current Reality.
◦ Options (or Obstacles).
◦ Will (or Way Forward).
The essence of good coaching is all about you, as a coach, helping your coachee to increase
awareness and take responsibility.
More than the acronym It’s an approach, a philosophy which helps you create the right context
to help individuals transform their potential into peak performance.

6. Example
Grow model – Setting up DevOps for the team
1. Goal : Setup DevOps for the project
2. Reality : Where are we in terms of
Versioning, Build, Deploying.
3. Option: What options we have to start
with
4. When are we starting and how to
measure the success.

7. Effective questioning
Effective questioning can be broken down into two parts:
1. Asking the right coaching questions
2. Asking coaching questions in the right order.
This two are possible by this GROW model.
You can ask better questions when you are passionate about the outcome. – Tony Robbins

9. Establish a Goal
Goal should be SMART – Specific, Measurable, Achievable, Relevant, Time bound
Setting of specific goals – long/medium/short term and for the session itself
Goals should be aligned with the person/team objectives.
Coaching questions can be ….
• How will you know that your team member has
achieved this goal
• How the issue or problem resolved.
• What do you want to achieve?
• What is important to you right now?
• What would you like to get from the next 30
minutes?
• What areas do you want to work on?
• Describe your perfect world
• What do you want to achieve as a result of this
session?
• What will make you feel this time has been well
spent?

11. Examine the Current Reality
Understanding where the team/individual is now in relation to their goals?
Ask your team/ individual to explain the reality
Help them to connect the Dots and remove as many false assumptions as possible.
During this process individual /Team can identify the solution while describing the reality
Coaching questions can be ….
• What has contributed to your success so far?
• What skills/knowledge/attributes do you have?
• What progress have you made so far?
• What is working well right now?
• What is required of you?
• What did you try ?
• What did you see as an impediment ?
• Did this goal conflict with other goals ?
• Where are you now in relation to your goal?
• On a scale of 1 -10 where are you?

13. Explore the Options
Brainstorm on all the options available as many as possible don’t restrict
Discuss on all the options and write them down for the next step
Let them do the selection if they are not able to select offer your suggestion at the last, let them
decide.
Coaching questions can be ….
• What are your options?
• What are the pros and cons of each option ?
• What else can you do ?
• What obstacles stand in your way ?
• If the constraint is removed , what would you do ?
• What do you need to stop in order to achieve this
goal ?
• How have you tacked this/ a similar situation
before?
• What could you do differently?
• Whom do you know who has encountered a
similar situation?
• Give me 5 options
• If anything was possible what would you do?
• What else?

15. Establish the Will
Final step is to make the team/person commit or take decision in doing specific set of actions in
order to move towards the Goal.
Help the team/person to establish his will and encourage him by providing moral support.
Coaching questions can be ….
• What will be your next steps ? When you will
start ?
• What one small step are you going to take
now?
• How will you ensure that you do it?
• What do you think as obstacle and how will you
overcome this ?
• Which options work best for you?
• Who will help you?
• How will you know you have been successful.
• How will you keep yourself motivated ?
• On a scale of 1 -10 how committed /motivated
are you to doing it?
• What help you need from my side or from team
side or from anyone?
• When do you need the review process (daily,
weekly, monthly, quarterly)

17. Activity – 15 mins
Practicing what we learnt.
Pair up into 2 people.
Take 7 minutes for each.
Identify a small Goal and proceed with the questions.
Share the experience with the entire team.

18. Thank You.