GROW model: improve your team’s problem solving skills

How to improve your team’s problem-solving skills with the GROW Model

Whether you think of them as problems or challenges – there’s no escaping them. Admin support people, supervisors, managers, sales people, leaders, business owners and executives – everyone has problems to solve.

But it’s easy to get overwhelmed by problems. Or for staff to fall into a rut with their actions, reactions, and decision-making responses. The GROW model is a very simple but powerful facilitation tool for leaders. It’s particularly beneficial in a one-to-one scenario, as it helps build trust, respect, and rapport. The GROW model also keeps the team member involved in the problem-solving process, and become invested in finding a solution. It’s a great tool for team development.

• Grow: What’s the challenge that you’re facing? And what’s your required outcome? Set the goal in a way that’s SMART (Specific, Measurable, Achievable, Realistic, and Timely).
  
  Let’s look at a hypothetical example, where the goal is to achieve 15 new sales leads for new homes within the next calendar month.

• Reality: What’s the reality of the situation you’re in? List any limiting factors or constraints you’re working with.
  
  In our example, the reality is that leads slow down during winter. Also, there’s a glitch with the digital marketing campaign so the new leads have to be generated in person rather than online.

• Options: Now it’s time to brainstorm all the different options that are available to solve the problem. Encourage the person you’re coaching to get creative, so there are plenty of options to choose from. And once they’ve listed all their ideas – and only then – ask permission to share a few of your own.
  In our example, options could include:

       – Checking with other business contacts, e.g. mortgage brokers, architects, etc., to see if they have any clients you could                contact for leads. 

       – Looking at clients who have bought from you before: reach out to them and ask if there’s an opportunity to work with                  them again – making sure you have a script ready when you contact them.

       – Asking the Owner, Managing Director, or senior leadership team if they have any associates, strategic partners, past or                existing clients that would be appropriate to contact.

       –If past clients can’t invest right now, would they be willing to give you a testimonial? Or do they know of any good                         referrals? 

• Way forward: Look at all the options; work out which ones are best; and in which order to tackle them. Because the team member has been involved in the idea generation and decision-making, they should be excited about putting their plan into action.
  
  In our example, there may be 50 to 100 past and potential clients to contact, which should be enough to create the 15 leads set out in the goal. The goal now looks achievable, and with a prioritised list of how to tackle it.

The GROW model is simple, effective, and highly motivational. It’s great for team development, as it’s so easy to use. Give it a try! 

Team development and leadership is a skill that can be learned – and the GROW model is just one of the tools at your disposal. If you’re looking for personalised help with team development, please book a 30-minute meeting in my calendar to discuss your goals.