Wouldn’t it be great if every day we walked into our respective offices and everyone was smiling focused and working feverishly away; the bell constantly ringing as everyone signalled their next placement.
Nirvana? Yes and possible; though it takes work, dedication and……………a coaching culture.
At the end of last year I analysed the success of some of our best students and mastering coaching stood out. It’s a part of one of the 4 traits of successful billing managers.
Successful recruitment companies don’t happen on auto pilot. They happen when the right people are hired who do the right things consistently.
The easiest way to achieve this is to help people grow in your organisation by coaching them to achieve through developing their; knowledge and skills.
A famous quote from a US sports coach says; “A coach is someone who helps you hear what you don’t want to hear, see what you don’t want to see, in order that you can be who you have always known you could be.” Tom Landry
The good news is anyone, with some application and practise, can learn to be a great coach. I have shared a number of different ideas and strategies here on our blog. Today I wanted to share a specific coaching model that is easy to learn and put into action.
It’s called; ironically! The GROW model. It stands for:
It was first developed in the United Kingdom in the late 1980’s and its success in delivering results, particularly in a business context, has meant it’s stood the test of time and is as popular today as ever. The GROW model can be used in a performance context or when you are exploring a business issue like losing a client or helping a candidate through a counter offer situation.
Let me explain the process here.
It all starts here. Firstly you will need to start the conversation by agreeing the topic. It might be a performance related issue for example such as lack of clients or candidates in a consultant’s pipeline. Then the natural next step is to discuss and agree what a successful outcome would be. Example: What would the consultant be doing differently if they had a full candidate or client pipeline? How many leads would the consultant have in their pipeline?
[Hint: nobody wants to be an underperformer. Remember this when you are planning your approach to a coaching session]
Next let’s look at the ‘reality’ piece. In many cases consultants might not be totally aware of the reality of the situation or the actual facts. This is where perspectives need to be checked based on; fact, see, hear. Your review needs to be based on facts and what you see and hear; not judgements.
As an example:
- “You never follow up clients.”- Judgement
- “Last week on your report I noticed that you had not followed up 4 of the 6 clients I gave you?”- Fact/behaviour
Touching base with reality like this means you can check any assumptions a while at the same time discarding anything that is irrelevant.
Now everything is out in the open it is time to explore what options there are to resolve the situation. Here you ask a variety of questions that allow the consultant to generate as many ideas as they can that will address the situation. Your consultants do know the answer! If they have limited ideas, ask them if they would like some suggestions.
This is key and where some billing managers fall down. You need to explore the options that answer the, ‘what next’ question.
Always get your consultant to choose which ‘option’ they want to start with.
Then together you can explore what potential obstacles might get in the way and how they can be overcome. There might be additional resources needed, either physical or in a training context.
Next you will need to commit your consultant to what actions they will take, including timings and what their first step will be and when.
This simple structure makes coaching a step by step process that any billing manager can master no matter what his or her experience is.
Want some more ideas? Below you will find a link to a Webinar of mine that goes into even more detail on how to improve performance.
I hope you found this article useful. If you would like some more tips on how to deal with the inner game or help your team to deal with their inner game – Join my FREE Webinar ‘The 6 Step System to Convert Your Under Performers to High Billers in 14 days or Less’
Click on this link to sign up: 6 Steps Convert your Under Performers to High Billers