Overview

The GROW model structures coaching conversations into four stages: clarify a specific goal, explore current reality, generate options, and commit to actions (will). It is adaptable to one‑to‑one coaching, clinical formulation, supervision and brief workplace coaching.

Step 1 — Goal (what do you want?)

• Define the goal clearly — short‑term (this session), medium (weeks) and long‑term (months).
• Use SMART criteria: Specific, Measurable, Achievable, Relevant, Time‑bound.
• Distinguish between outcome goals (what), process goals (how) and identity goals (who you want to become).

Powerful Goal Questions: “What would you like to achieve today? How will you know you’ve succeeded? What’s the smallest step that would count as progress?”

Step 2 — Reality (what is happening now?)

• Explore the current situation non‑judgementally: facts, resources, obstacles, feelings and previous attempts.
• Use scaling questions (0–10) and evidence‑gathering to surface unhelpful assumptions and blind spots.
• Map stakeholders and environmental factors that support or hinder progress.

Reality Questions: “What’s happening now? What have you tried? What stopped it working before? Who is involved and what resources do you have?”

Step 3 — Options (what could you do?)

• Brainstorm freely; defer judgement and encourage creative, low‑cost experiments.
• Include ‘do nothing’ and ‘delegate’ as valid options to widen thinking.
• Evaluate options briefly for feasibility, likely impact and alignment with values.

Options Questions: “What are three possible ways forward? If you had unlimited resources, what would you try? What small experiment could you do this week?”

Step 4 — Will (what will you do & when?)

• Convert options into a specific action plan: who, what, when, where and how will progress be measured.
• Identify potential barriers and plan mitigations; decide on accountability and review points.
• Check commitment level (0–10) and adjust actions to increase ownership; secure a clear next step.

Will Questions: “What will you do, by when? On a scale of 0–10, how committed are you? What might get in the way and how will you handle it? Who will you tell to increase accountability?”

Coaching tips & facilitation skills

• Use open questions, reflective listening and silence to help the coachee discover answers rather than imposing solutions.
• Be curious, avoid ‘fixing’ too early, and use summaries to consolidate learning and next steps.
• Tailor pace: some situations need rapid action planning; others benefit from deeper exploration of values and identity.
• Blend in solution‑focused techniques (exception finding, scaling) and motivational interviewing when ambivalence is present.

Powerful questions bank

• “What would achieving this goal enable for you?”
• “What has worked for you in the past in similar situations?”
• “What resources or supports could you call on?”
• “If you were advising a friend, what would you suggest?”
• “What will you notice as the first sign that things are moving in the right direction?”

Case vignette

Client: A., 29, feels stuck with career progression. Goal: obtain internal promotion within 6 months. Reality: lacks visibility, limited mentoring, inconsistent performance reviews. Options: request stretch project, seek mentor, attend leadership course, update CV. Will: apply for one stretch project this month, ask HR for mentor introduction within 2 weeks, rate commitment 8/10. Follow‑up scheduled in 4 weeks to review progress.

Key takeaways

• GROW is a practical, flexible coaching structure that helps translate goals into concrete actions through inquiry and accountability.
• Use open questions, scaling and experiments; adapt to context and integrate safety planning when needed.
• Regular follow‑up and reflective summaries consolidate learning and sustain momentum.