5.2.2 GROW: Reality
The second stage of the GROW framework involves questioning the coachee about their understanding of the reality of the situation or the context, and issues or problems they wish to address. At this point, the coach will be asking questions to establish the facts and feelings involved.
Here are some possible opening questions that the coach could use:
- What is happening now? (Use the ‘5 Ws and H’ questions: What, when, why, who, where, how?)
- What actions have you already taken? What happened?
- What have you learned from the experience?
- What is keeping you from finding a solution?
- What is really going on, do you think?
The following video illustrates some examples of good questioning. Notice how the questions are framed. Note the importance of ‘open’ questions (questions without a direct, one-word answer) to elicit fuller answers.
Download this video clip.Video player: Examples of good questioning
Transcript: Examples of good questioning
NARRATOR
In this example of good questioning practice, listen out for the use of short, open questions, normally beginning with what or how. And also listen out for occasional closed questions, which finish this section of coaching off.
COACH
So you were very keen to discuss your career plans. And I'm wondering what you've been thinking about so far.
CLIENT [COACHEE]
Well, I've given it a lot of thought actually. I know last time we talked about what direction I wanted to go in. I'm quite clear that I do want to get some managerial experience. That's the direction I want to go in. So I'm quite clear about that now.
COACH
OK. And what is it about managerial that appeals to you?
CLIENT
I've spent a lot of time managing projects. And what I'd really like to do now is manage people. It's something I haven't done before, but I'm really drawn towards it. So I really do need to get some experience in this and work out how I'm going to get there.
COACH
Right. So your thoughts have clarified towards managing people.
CLIENT
Yes.
COACH
And I'm just wondering where that takes you now. What are your thoughts now?
CLIENT
Well, I need to figure out exactly what the steps are in order for me to get the experience, so that when I go to interview that I can show that I've got the skills required. So I need to do some research around that and probably some training, as well.
COACH
OK. So some research and training – what kind of research do you feel you might need to do?
CLIENT
That's a good question actually. I'm not sure at the moment. I could speak to my manager about that. Perhaps someone in HR might be able to point me in the right direction.
COACH
So a little bit of prior research, really, about the research.
CLIENT
Yes.
COACH
And how do you see this going forward?
CLIENT
Well, the first thing that I need to do, really, is to identify within my area what are the options with regards to potential promotion, and to find out exactly what would be required for that role, and then find some training that's relevant to those new skills that I need to acquire.
COACH
So this sounds like the beginnings of a good action plan. And I'm just wondering how you'll keep yourself on track.
CLIENT
Yes. As you know, I do have a lot on at the moment. So that is a bit of a concern about how I manage that.
COACH
So what are the potential pitfalls here?
CLIENT
OK, well, I mean, I'll be honest with you. Time management is not a huge strength of mine at the moment because of my workload. I really do need a very specific plan with timelines. And I need to spend some time prioritising.
COACH
OK. So what works best for you in terms of really managing your time?
CLIENT
What really works best for me is when I can have this kind of situation in my coaching that you can help me identify what it is that I need to do and help me keep on track with my timelines. It might help for us to have a talk around that actually.
COACH
OK. OK. And how else can I support you going forward?
CLIENT
Well, in our sessions, of course, it really helps when I can check in with you. And not that I expect you to chase me up, but it's good to be accountable in our sessions and to have something to aim towards.
COACH
Sure. OK. So keeping you clearly on track and getting things to aim towards.
CLIENT
Yes.
COACH
And what's the very next step?
CLIENT
Good question. OK, my next step has to be to speak to my manager. I'm going to book something in his diary, tell him that I've decided on what it is I want to do with my development, and to find out from him what the possibilities are for some training.
COACH
OK. Sounds like a plan.
CLIENT
Yeah, I'm really looking forward to it. You've been helpful. Thank you.
Examples of good questioning
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A complementary skill to effective questioning is active listening – using language and gestures to signal to the coachee that you are following their description of the issues or explanation of the background. (While specifically referred to here, questioning and active listening are key skills to use throughout the whole process.)