Sticky Learning Lunch #8: Use Our G.R.O.W Model to Coach Your People with 'Goal'

Learn how to coach your people with the 4 steps of the G.R.O.W. Model - Part #1: 'Goal'. Coach your people with Goal - Step 1. Use your time working from home to become the very best version of yourself. This is a Virtual Classroom of 20-minutes, followed by a 10-minute Q&A.

You Can Read the Full Transcript Below:

Nathan Simmonds:

Good afternoon everybody. Couple of minutes early. We are just getting ready for today's training session. Gonna make sure everything's straight and everyone can see what's going on. We're just waiting for the, the last few attendees to dive in. And then we will start about 30 seconds past the hour. See where we get to afternoon. Andy, just seeing the questions coming in. If you wanna ask questions, the questions boxes there, we'll do q and a at the end.

Nathan Simmonds:

I'm gonna do as much as I can to cover some really core concepts around goal setting today and the grow coaching model. Really excited about this. One of my favorite subjects and I'm gonna see where it can go. I'm just in here if I can make this window a bit bigger. No thank you. Nice crisp. White body is clean, fresh for a new week. Fingers crossed. Like all of you. Let's give it 30 seconds. Get my pens ready.

Nathan Simmonds:

I'm sticking to the four colors here. I'm not sticking with my multitude of pens here. I'm gonna be using green, red, blue, and black. Lemme know in the questions in the chat. Make sure everyone is okay with me using green and red on a whiteboard in case. Um, please let me know. 'cause I'm keen that if I put anything up there in these colors that you can see them, that you can digest them, uh, and take them on board.

The GROW model is made up of goal, reality, options and will

 

Nathan Simmonds:

Last couple of people coming in. Let's make sure you're set up for success. First thing is, do we all have drinks? Hydration. It's getting warmer. I wanna make sure that you are all good. Today's episode is brought to you by pucker teas, pucker hubs, licorice and peppermint. Let's get into this content. Let's do this. Okay.

Nathan Simmonds:

Welcome to today's Sticky Learning lunches. This one is gonna be all about the grow coaching model and we're starting with goals. First of all, my name is Nathan Simmons, senior leadership coach and trainer at MBM Making Business Matter, the home of sticky learning and the provider of leadership development and soft skills to the grocery and manufacturing industry.

Nathan Simmonds:

And these lunchtime learnings are all about giving you as much content as we can during these interesting times that we're experiencing, so that when you are managing coaching, working with your people online or even when you are returning back to work, fingers crossed in a couple of weeks time, that you are able to utilize his skills and be the best version of yourselves.

Nathan Simmonds:

Today is gonna be, as I said, all about the, the goal setting element of the grow coaching model. Oh, bear with me. There's a question coming in here. Colleagues not receiving links to the meetings. For some reason I have asked Sarah. Good. Okay, so there's a couple of email addresses here. I'm just gonna dunno if I can forward that copy.

Nathan Simmonds:

Um, bear with me note. So I know Sarah, who is supporting me back of house for this. Um, Sarah, there's a message here from s saying that one of the people didn't get any links to the, um, broadcast. So I'm just hoping that, um, that's gonna be picked up and we can get connected with these, right? So I'm just gonna unshare my screen. Here we go. So how many people here can you let me know in the questions? Let light up the chat box. How many people here know what the grow coaching model is? Have used it, uh, and understand it.

Nathan Simmonds:

Let me know in the chat box right now just while I'm getting this up on the whiteboard. How many people have used Yes. Yuck. Yes, Mr. Whitmore. Absolutely no understand used. Good. Yes. So Mr. Whitmore, John Whitmore, I'm looking for the book. Yes, was the creator of this model. And it's one that is pervasive through coaching simply because it's really easy grow GROW, it sticks in the head and makes people think. So the first part is all about goals. What do goals mean to you? No screen. Bear with, can everyone see me on the camera right now?

Nathan Simmonds:

Yes, yes, yes. Okay. Grand. Okay. Just making sure. Fantastic. Very familiar self, but team leaders need to embrace this. Yes, absolutely. Julie, we all need to be embracing this. So for you right now, listening to this, what does goal or goals mean to you directly? Let me know.

Nathan Simmonds:

Thanks Cy. I'm not sure everyone can see that question. You said more a face for radio. So it is a face only a mother could love goals, endpoints. Good. What else have we got? Goals identifications should occur from questioning and probing. Absolutely. I'm gonna get into that as opposed to giving advice completely. As coaches, we never give advice and we talk about that in the free coaching resource that we've got.

Nathan Simmonds:

We can provide a link to that shortly. Something to aim for, a topic area to work with. Absolutely. So for me, the goal is a target. It's an end point. It's somewhere where we're always going. So we're always aiming for some sort of bullseye here, like the arch. We're aiming at a target. We need to understand where it, if we are going,

Nathan Simmonds:

00:06:20 We need to have absolute clarity on what we are aiming at, what we would like to achieve and what we want to accomplish. Absolute clarity, it's the same. It's like when we're buying a ho a holiday, we don't buy the airplane, we don't buy the in the in-flight meals or movies. We are buying a destination. We need to go know where we are going to. And the goal is all about getting the clarity on that when we are going there. And it's super important that we get super clear on that and we need to start using more questions when we're talking to our people.

Nathan Simmonds:

Because if we lead, if we're setting things without that definition, people aren't gonna know where they're going to 'cause vague goals lead to vague results. So it's through the questioning that we use when we're setting or when we're working in the goal setting area that is gonna give us that enthusiasm, that excitement of, oh, that's really interesting. Oh look, there's my holiday in Cancun. Oh look, there's my skiing trip in Switzerland. I'm gonna get excited about that.

Nathan Simmonds:

Like, I'm gonna get excited about my goals and where I'm going because definition of destination escalates enthusiasm. It's the same with holidays and it's the same with our lives. But the problem is we spend more time planning a two week holiday to Mexico than we do with what we're doing with our lives. And this is the thing with the people in our teams, because people, their leaders, their managers previously haven't got into the depths and asking them questions to help them find that for themselves rather than giving them the advice and telling them what to do and helping them to get a same job as them or a similar position.

Nathan Simmonds:

And it's really important that we're getting to this, is that parenting and leadership are not two sides of the same coin. They're one and the same thing when we are leading it is like being a parent. These people become our work children. And when we have children, no parent in their right mind wants their child to be equal to or less than them. Every parent wants their child to supersede them.

Nathan Simmonds:

And it's our responsibility as leaders is when we're asking questions about goals, that we are inspiring those individuals to think at a higher level so that they can supersede you so that they can get promoted so that they can do greater work in the, the pursuit of their own happiness and the pursuit of their own fulfillment, but in turn helps to grow the business. And as a result of them doing that, what you will experience is the equivalent of parental pride in the people you work with, the teams that you lead and the, and the the individuals that you support.

Nathan Simmonds:

So it's got to get crystal clear with his coaching questions. His goal setting is asking people to help 'em create their own destination that is aligned to the business and helps both elements to ex uh, to exceed and succeed. Absolute clarity.

Nathan Simmonds:

So goals. Let's drop back into that for two seconds. Getting that clarity in our goals. What two pieces of information do we need? If we are using sat nav, what two pieces of information do we need to put into our mobile phones or whatever device we're using that makes sat nav work destination good. Let's get even clearer on that. What part of the destination do we need?

Nathan Simmonds:

Postcode? Yes, postcode destination. So the first thing that we, we, we, we get really conscious about putting in is the destination that we are going to. The reason we have, we get, we remember that part so clearly is because when we get our phone, when we get the, the, the, the hardware, it asks us to put the home destination in first anyway. So that's always saved.

Nathan Simmonds:

So we always know where we are, but we get a little bit complacent, um, and often don't think about where we are. And that's part of, um, the reality phase. So we'll do that tomorrow and we're gonna share a link for tomorrow's session. So if you haven't already registered for that, we're gonna share a link. So you can do that after this training. The next piece of information that you are always putting in is where you are going.

Nathan Simmonds:

If you don't know where you are going, satnav can't help you. And I've said it before and I'll say it a million times again until the day that I die. You cannot buy a ticket to anywhere. But here I'll,