GROW coaching model for Effective Meetings

GROW coaching model for Effective Meetings

In the past month inside our Facebook Group, The Female Leaders Collective, we have discussed how to have an effective meeting using the GROW Coaching model.

But before we start on how to use it, I will share the meaning of GROW. It is a universal coaching model, it’s the basics. All advanced coaching models come from here, but we can use GROW, and what I definitely teach is that GROW is used for formal conversations, but it’s used for feedback conversations. It’s used for that casual catch-up in the hallway, and conversations around the water cooler in the kitchen. It’s also used for great meeting agendas, and anything that really needs to have a structure around it, but encourages everybody’s input as well.

I can guarantee you that once you start to really understand the GROW coaching model and use it, you will transform your leadership, the way you relate to other people, and the way you’re able to hold people accountable. The way you’re able to give that feedback and bring those expectations to life is through coaching.

GROW is an acronym that means:
G= Goal
R = Reality
O= Options
W= Way Forward

Let’s look at how we can use this acronym to create an effective meeting.

Normally, we have an agenda for the meeting. Others add to it prior to the meeting, and it’s the Chairperson’s job to keep to the agenda. And we find that there is not a lot of outcome discussion- or decisions made.

Let’s look at how our agenda can be our Goal.

If you can instill one reason why you are all meeting today, and focus on that, then you can break it down into different agendas.

What is that one reason, the purpose of this meeting? What is it we want to walk away with? Craft the goal so that everyone can visualise the outcome.

That becomes how you begin your meeting.

Then you move into the Reality phase, which is really about finding out what’s happening now? What have we already tried? What resources do we have already? What do we need? Who else might we need to go and talk to?

This sets the baseline of where we are currently in relation to the goal we are trying to achieve. It’s important not to skip this step because it relates very closely to the next step – the Options or brainstorming section of the meeting.

What ideas can we come up with? Now we know what our current state of play is, now what are the options? This time in the meeting is so important to ensure everyone is heard, but that no ideas are tossed aside at this point.

If you really want to create this safe environment where everybody’s engaging, people are being productive, and speaking up, this is the section to focus on.

Once you have some ideas, and you’ve highlighted a few that could be the best options to reach your goal, it’s time to move into the accountability section of the meeting.

This is the Way Forward. Start by asking the question – “Out of these options, What WILL we do?”
What is our way forward from here?
Then, as a team, you start to break it down into tasks and ask for people to put their hands up to achieve certain tasks. Delegation skills also come in handy during this part of a meeting.

Make sure you set up measurements for success. How will they know when they are successful? What are the deadlines? What are you going to commit to and by when? When will you check in with each other, or as a group etc? You finish the meeting on notes of action.

If you started running even a segment of your meetings like this, you can be assured that not only will people start to wake up and participate, they’ll look forward to helping problem solve.

So, ditch the agenda, and focus on the goal!

Workplace Conflict

Workplace Conflict

How to manage conflict in the workplace? First you need to understand the causes of conflict, and how it escalates.

Most conflict can be resolved very early on – if you’re a leader that is aware of your environment. If you’re switched on to the energy changes and being able to read the situation – you can easily avoid any type of workplace conflict getting out of control.


But let’s ask the question -“why do we even try to avoid conflict?”

It’s because we are afraid of what happens when it gets out of control. Most people are uncomfortable, and as such try to avoid any kind of confrontation. But what if we changed the way we viewed conflict?

And, what if you, as a manager understood how you contribute to the conflict?

Watch this 30 min training on all of the above, and learn more about why you should embrace it vs shy away from it.

Lifting the Energy of Your Team

Lifting the Energy of Your Team

Lifting the energy of your team:

As a leader of a team, I quite often talk about how it’s your job to create a motivational environment for people, rather than focusing on motivating someone. Motivation comes from within, so if you can focus on creating an amazing environment, this will help people to be motivated to come to work.

And whilst we can look around at the physical environment, we also need to look at the energy that is brought into it.

Here are 5 ways you can lift the energy levels in your team:
1. Have a compelling vision. This hits on the purpose of work, which is an intrinsic motivator. People are energised by a compelling vision and the possibilities it offers.
2. Create meaningful contribution. Energy is produced when people enter conversations or contribute to solving problems.
3. Create engagement with others. Energy in conversations increases as people contribute meaningfully and at the same time learn from others, similarly engaged. ( hint.. this is what I am trying to create in here!!)
4. Make progress. Achievement creates it’s own energy in propelling teams towards a goal. Celebrate often ( Celebration evening is on tomorrow – you coming??? )
5. Hope. Hope allows people to become energised when they begin to believe that the objective is worthy and can be obtained. Share success stories.
Would any of these tips help you to increase the energy in your team?
What have you already been doing that works well?
Come and share inside our facebook group: