What is the GROW Model?

The 4 Steps in the GROW Coaching Model

1. STEP ONE- GOAL

During the first stage of the process, the goal is the priority. Once a topic for discussion is agreed, specific outcomes and objectives should be discussed by the coach/mentor and the client/mentee/pupil. These may be short term goals, or – when appropriate, and a clear path to the outcome can be agreed – they may be long term aims. Goals should be SMART : Specific, Measurable, Accurate, Realistic and Timely. The goal should also be inspirational and positive, whilst being challenging and requiring them to stretch themselves and their abilities to achieve it.

Questions to be asked at this step-

• What would you like to focus on today?
• What’s important to you at the moment?
• What does your ideal future look like?
• What will you be doing in five years?
• What new skills do you want to learn or develop?
• Where is your life out of balance?
• What challenges are you facing at the moment?

2. STEP TWO – REALITY

During the second stage of the process, both coach and mentee outline and discuss the current reality of the situation using a variety of different methods and techniques. The coach may invite the client to assess their own situation before offering advice or specific feedback on the current scenario and obstacles faced. The focus should be on the client, and the coach should be looking to identify potential in the situation, rather than problems. They should examine any assumptions made by the client with regards to their reality and outlook on future goals and discard any history or events that are irrelevant to the goals at hand.

Questions to be asked at this step-

• What is working well at the moment?
• What do you need?
• What excuses have you always used for not achieving your goals?
• What have you done so far to improve things?
• What parts of your life will be impacted by you achieving your goal?
• What is the biggest obstacle you are currently facing?
• What does self-sabotage look like for you?

3. STEP THREE – OPTIONS

Once reality and all obstacles to current goals have been discussed, and irrelevant ‘pseudo-obstacles’ discarded, the options as to how to overcome current issues preventing progress should be examined. At first, the full range of options should be put-forward and discussed, predominantly inviting suggestions from the client. Any suggestions posited by the coach or mentor should be offered carefully and with consideration of the client’s overall position. By the end of stage 3, the coach should ensure that at least some choices have been made with regards to overcoming obstacles, and there is significantly less ambiguity surrounding immediate actions.

Questions to be asked at this step-

• What is your first step?
• If success was guaranteed, what would you do?
• If money was not an obstacle, what would you do?
• What action step is the best use of your time at this moment?
• If someone else came to you with your obstacle, what would you tell them?
• What would you do if you answered to no one?

4. STEP FOUR- WILL

The final stage of the process is when the client commits to decisive actions in order to move towards their goal. A plan is drawn up, with the coach guiding the ideas discussed by the mentee – including specific guidelines and timings in order to make achievable progress. Any potential obstacles that may be encountered during the process are identified and subsequent solutions are considered, including an outline of the support required throughout. Both mentor and mentee should remain flexible throughout the entire process and goals/actions may need to be altered to react to both positive or negative events.

Questions to be asked at this step-

• How committed are you to achieving this goal?
• How do you want to be held accountable for this goal?
• How will you celebrate when you’ve achieved your goal?
• What are you going to do in the next 24 hours?
• What will you do when you’ve achieved your goal?
• Who do you need to include in your journey to that goal?
• What else do you need to consider before starting?

Finding clarity around a goal allows for the structure of GROW to begin with what matters first. This type of clarity helps an individual or a group to envision the steps required for forward movement. This structure opens people up to broader goals and enables them to find a personal connection to that goal. 

This is just a very basic outline of what the GROW coaching model consists of. As you can see, this is not enough for a full coaching trajectory. A coach also needs his listening skills and rapport making skills. On top of that, other coaching tools make this approach less rational and allow for creativity and contact with the subconscious.