Elevate workplace coaching with the RGOW model
Nope. Not a typo!
If you are looking for a practical, high impact "quick fix" to build confidence and appetite for coaching, consider flipping the traditional GROW model to RGOW.
This simple adjustment helps managers initiate coaching-style conversations naturally, setting the stage for deeper development later on.
GROW vs RGOW
GROW is highly effective but can sometimes feel unnatural for managers diving straight into to questioning and setting a 'Goal' before establishing the context.
RGOW shifts the entry point, making the conversation feel like a natural, empathetic manager-to-team member dialogue. Here's how (and why) it works:
R
Set the scene with the Reality
Rather than launching immediately into 'what's needed', the conversation starts with a grounding in a shared reality.
- The approach: Share what you are seeing/hearing using objective observations
- Why it works: It removes the pressure to start with questions and opens a safe space to talk about the current situation.
G
Describe what's needed as the Goal
Once the reality is understood, you can both define the goal together and diagnose why there is a difference between the current situation and the desired state.
The approach: Using questions helps the team member feel they are part of the solution to reach the goal.
Why it works: With the context clear, psychological safety increases, and questioning will feel more natural and less like a 'bear trap'. Asking questions to explore why the gap exists builds self awareness and demonstrates empathy.
O
Explore solutions collaboratively by asking about Options
By this stage, a manager is usually hitting their questioning stride and the conversation is flowing.
The approach: It's often the case that the team member has the solutions at their disposal - so the thinking is happening in the right place if their manager is creating the space for it by good quality questions.
Why it works: The momentum from the diagnostic questions make exploring options feel like a natural progression rather than a sudden shift in tone.
W
Create the commitment to action with Will do
The final step solidifies what the team member will do next (and who will help).
The approach: Ask clarifying questions to confirm accountability, exact next steps, timeline and support needed.
Why it works: The manager has transitioned from 'setting the scene' to 'creating the space' for the team member to identify and own the solution, all through gradually shifing from 'tell' to 'ask'; and has seen the power of a coaching style in action.
Adopting RGOW will:
Enhance confidence
'Coaching' has an air of mystery around it. Setting the scene, then collaborating to find a solution - less so!
Build momentum
The natural conversation flow makes it easy to adopt without formal training.
Create appetite
Quick, positive results builds the appetite for more comprehensive, in-depth coaching programmes in the future.
Constructive questions!
Talk to team 10to3 to see the what, why and how to of RGOW in a 4-minute video.