A popular model for coaching is the GROW model. It consists of the following four distinct stages: 

• Goal €“ What are we trying to achieve? The first stage of coaching involves seeking out opportunities to improve the performance of members of your staff. This can be planned or opportunistic if you spot them struggling with something. Key skills at this stage include rapport building, observation along with questioning and listening. Set a clear performance goal in conjunction with your member of staff
• Reality €“ What is the current situation? Use the opportunity to talk to them about what is happening and help them to develop a good understanding of what is happening and the consequences
• Options €“ What options do we have to improve the situation? Explore with people what they believe the options are to improve. Don't be tempted to 'solutionise' for them, ensure they come up with some solutions themselves. In this way they are more likely to feel some ownership for them and for ensuring they are delivered
• Will €“ What will we actually do? In this final stage, you will need to be very clear about what needs to happen next. Ensure you help the person being coached to define a clear plan of action, which can be monitored for performance improvement. Ensure that there is a clear time frame for the plan and a shared understanding of consequence for not achieving what has been agreed. This stage and the follow up is a golden opportunity to embed new behaviours and change people's perceptions of what they are capable of.