What is your go-to coaching model? Today, we’re addressing a popular request from sales leaders in Australia and the US- my sales coaching model. The importance of a robust coaching model cannot be overstated. While there’s no one-size-fits-all solution, simplicity, practicality, and real-world applicability are key for me.
In the realm of sales coaching techniques, simplicity is paramount. The model should be easy to understand, proven, practical, and relatable. The coaching model I use is an appreciation to John Whitmore, who introduced the G.R.O.W. Model. Created in the 1970s, this model remains relevant and effective today. If you’re interested in exploring this further, John Whitmore’s book, “Coaching for Performance,” is a valuable resource.
So, what does G.R.O.W. stand for? G is for Goals, R is for Reality, O is for Options, and W is for Will, representing the “what next” aspect. Let’s break it down.
Goals: This phase focuses on what the individual aims to achieve. It’s crucial that these goals belong to the coachee, aligning with their aspirations and ambitions.
Reality: Here, we assess the current situation. Questions are crucial during this phase, aiming to uncover the prevailing patterns and realities. It’s essential to ask without judgment, fostering a deeper understanding.
Options: Once the reality is clear, we explore options. This is a brainstorming phase, where the coachee generates ideas on what can be done to bridge the gap between the current reality and the desired goal. It’s important to encourage a variety of options.
Will: The final step involves determining what will be done next. It’s about creating a plan, setting specific actions, timelines, and responsibilities. This step ensures that the coachee commits to taking concrete steps toward their goals.
Two critical aspects of the G.R.O.W. Model are awareness and responsibility. The model aims to make the coachee aware of their situation and instill a sense of responsibility and accountability. Without these elements, the model’s effectiveness diminishes.
I recently applied the G.R.O.W. Model in a sales coaching session with a leader aiming to empower their team better. The goal was clear—enhance the team’s ability to make decisions independently. The reality was evident—the team lacked empowerment. We explored various options, including rehiring, training, redefining parameters, using different measurement approaches, and improving relationships. The “what next” involved implementing changes, such as resetting expectations, increasing communication, and conducting surveys to gather team feedback.
To incorporate the G.R.O.W. Model effectively, start small. Practice on a specific deal or initiative. Focus on asking open-ended questions, avoid judgment, and maintain a neutral tone. Encourage your leader to try the model in reverse, providing a unique perspective.
In conclusion, while the G.R.O.W. Model isn’t the only coaching model out there, its simplicity and effectiveness make it a great starting point.
Eager for more insights?
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About the Author
Hi, I’m Ben
I’m a builder of incredible sales teams, trainer, coach and an avid believer that the best sales leaders are constantly sharpening their tools to achieve an ‘edge’.
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