How to set goal and motivate others.

1. G.R.O.W. www.topperformancecoaching.co.uk 1

2. GROW TOPIC G GOAL R REALITY O OPTIONS W WRAP UP/WILL/WAY FORWARD NAIL DOWN www.topperformancecoaching.co.uk 2

3. EXERCISE Select one real, current issue on which you are prepared to work on for 30 minutes, with a view to improving your ‘performance’ in this area. (You will not be sharing anything from this exercise with anyone else) www.topperformancecoaching.co.uk 3

4. SMART Specific , significant, stretching Measurable, meaningful, motivational Achievable, attainable, agreed upon Realistic, relevant, reasonable, rewarding Time- based, tangible, trackable www.topperformancecoaching.co.uk 4

5. GROW in action What do you want to achieve in this session? Remember SMART Goals, be specific What do you see to know you are 10/10? What are you doing/responding ? What are you thinking/feeling when you are 10/10? When would it be realistic to be 10/10? What’s missing now? What’s good? What have you tried? www.topperformancecoaching.co.uk 5

6. GROW in action What worked well? What didn’t work? What have you learnt? What obstacles are there? How have you tackled before? (Focus on one at a time) What was successful? Is it an obstacle or an excuse? What needs to be tackled? What would you best friend/colleague say? www.topperformancecoaching.co.uk 6

7. GROW in action What would your wise relative say? What else could you do to move one step forward to your goal? Will these option move you towards your goal? How? Which will you draw a line through i.e. not do? Are there any sub-actions for these options that you have chosen? What might stop you ,barriers, hurdles? www.topperformancecoaching.co.uk 7

8. GROW in action How will you overcome these? Specific actions. Who else need to be involved? When will you include them? What actions will you take? Be specific. How realistic are these? What are the benefits of taking these actions? What will happen? What will happen if you do not take action? What will you be saying to your self when completed? www.topperformancecoaching.co.uk 8

9. GROW in action How will you feel? What’s your intention to these actions, 1-10? Repeat your session goal Repeat actions and dates What have you learnt from this session? www.topperformancecoaching.co.uk 9

10. Principles of coaching Individuals possess huge potential to resolve their own issues. When coaching in the work space bring no pre-conceived ideas or judgement, act as a catalyst to change. The employee remains responsible at all times for the situation and the solution. The focus should always be on what the employee thinks and experiences. www.topperformancecoaching.co.uk 10

11. Principles of coaching Employees can generate great solutions that best suit their circumstances. Coaching is about helping employees to learn, rather than teaching them Focus is on future possibilities, not past failures. The manager/coach believes in the value and uniqueness of every employee www.topperformancecoaching.co.uk 11

12. Stepping Stones Model End Goal Starting Point www.topperformancecoaching.co.uk 12

13. Types of Goals Practical Goals – something tangible you want to achieve (learn a skill, get a promotion, learn to speak another language). Having Goals – in terms of possessions (new house, car, Rolex!). Being Goals – quality of how you are as a person (calm, patient, focused, confident etc). Decision Goals – a decision to be made (Change job, end a relationship, recruit etc) www.topperformancecoaching.co.uk 13

14. Great goals are.... Outcome focused Inspiring Specific Measurable Time limited Within employees control to achieve Written down Reviewed and updated www.topperformancecoaching.co.uk 14

15. Goals and Values Be sure your ladder of success is leaning against the right building..... Stephen R.Covey www.topperformancecoaching.co.uk 15

16. Values Important Ideal that guide our behaviour Intrinsically good Personal Defines how you lead your life and make decisions www.topperformancecoaching.co.uk 16

17. Beliefs Something you don’t question Generalisations Not supported by empirical data Rules that people judge their experiences by People act as if they are true www.topperformancecoaching.co.uk 17

18. Goal setting process What is the situation? (Understand and summarise/ paraphrase) If everything in that topic was as you want it to be , what would be happening? (Find out components of 10 out of 10) What would be a good outcome for you in this area from this meeting? ( Identify the goal for the meeting) Please write down your goal for this meeting in one clear sentence. (Ensure clarity and focus) Topic Final Goal Journey Goal Session Goal www.topperformancecoaching.co.uk 18

19. The Wheel of Performance www.topperformancecoaching.co.uk 19

20. Wheel of Performance Start in the center and identify you ‘PRIORITIES’ . These could be say, Career, Family, Finances etc if life wheel being created or maybe Security, Prospects, Recognition etc if a Career wheel. Note where each is on a scale of 0 – 10 (10 being good) and draw a line. This will indicate to you where there is an imbalance and where you might want to concentrate first. Next define what your ‘FINAL GOAL’ is this area. If ‘Finances’, be specific and realistic i.e. ‘Obtain a role that pays 10% more than I currently earn by September 2010. Next , move out of the wheel and look at the ‘STRENGTH’ Box. Write all your strengths in relation to this goal. ‘Enjoy challenge, meeting people, target focused, enjoy learning‘ , you get the idea? Next consider the 1st Journey or Stepping stone goal to move you towards achieving this Final Goal. For example,’ Put myself forward for that new role in sales’ Next consider what ‘BARRIERS’ are present that may prevent you achieving your goal i.e. ‘ I have no experience in sales, my CV is out of date, current benefits and security etc’ Next write what actions you can take to overcome this, i.e. ‘I will identify and register for suitable sales training courses, update CV , consider benefits and how else you could achieve these etc’ Next at ‘TARGET DATE ‘ line note a date you will achieve these actions. www.topperformancecoaching.co.uk 20

21. Rocking Chair www.topperformancecoaching.co.uk 21

22. The best questions Simple Short Sequenced Purposeful Timely Clean Challenging Opens doors www.topperformancecoaching.co.uk 22

23. Types of questions Open ended Probing, exploratory Focusing Hypothetical Impact Ranking www.topperformancecoaching.co.uk 23

24. Types of questions Leading Closed Multi-headed Upsetting Why? www.topperformancecoaching.co.uk 24

25. Great Reality Checks Reality is a measure of how far the person has come to date towards the goal, and how far the person still has to go to finally achieving that gaol. www.topperformancecoaching.co.uk 25

26. The Model T Expand Expand the ‘Reality’ ........ before focussing on ‘Options’ www.topperformancecoaching.co.uk 26