Coaching is possibly the most helpful and effective way for a manager to support an employee. The essence of coaching is helping someone to think through for themselves how to approach a task or tackle a problem. The 'GROW’ model, first published in 1992 by Sir John Whitmore, a pioneer of the executive coaching industry, lays out a simple yet highly effective approach. It can be used to help your employee with any issue they are facing, even if you know nothing about the subject.

Here’s an example of 'GROW’ in action:
 
GOAL
Imagine a scenario in which a manager, Anita, wants her team to attend an expensive training course. Anita’s boss helps her identify how to achieve her goal: submit a business case to the CFO before the budget is finalized.
 
REALITY
The reality is that Anita hasn’t written a business case before. She assumes it should explain why the training is necessary, and document the cost, but doesn’t know what else to include or how to make it persuasive.
 
OPTIONS
Anita considers asking a colleague, Hendrik, to write it. She could read up on business cases instead (her manager mentions an excellent website that provides helpful examples), or she could ask a board member what’s expected. As she talks through the options, Anita identifies the pros and cons.
WILL DO
Anita rules out asking Hendrik (he’s way too busy) or consulting a board member (the board is away all week), but she’s happy to write it herself now that she knows about the website. So, she chooses that option.
 
‘GROW’ works because it helps people step back and think things through logically. Simply clarifying the goal can make the challenge a lot clearer, and when it comes to exploring options, the best solution becomes clear remarkably quickly.