We’ve been looking at how to coach improvements in a safety leadership culture, and so far we’ve covered the first two steps of the G.R.O.W. coaching process; namely, identify the goal and evaluate the reality. The next step in the process is to generate options for improvements. To do that, you’ll need to ask questions that not only probe potential options for improvements, but effectively transfer ownership for those improvements to the person you’re coaching. You’ll recall in our hypothetical coaching session that we asked our coachee how he thinks he performed on a scale of 1-10. To transition to the next step of the G.R.O.W. process we might ask something like . . .
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