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How do you use the GROW model for better coaching?

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Coaching is a key skill for performance management, as it helps you develop your team's potential, improve their performance, and address any issues or challenges. But how do you coach effectively and consistently? One of the most widely used and simple frameworks for coaching is the GROW model, which stands for Goal, Reality, Options, and Way Forward. In this article, we'll explain how you can use the GROW model for better coaching in four steps.

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1 Define the Goal

The first step of the GROW model is to define the goal of the coaching session. This is the desired outcome or result that the coachee wants to achieve, and it should meet the criteria of being specific, measurable, achievable, relevant, and time-bound (SMART). To help the coachee clarify their goal, you can ask open-ended questions such as what they want to accomplish in this session, how they will know when they have achieved their goal, why this goal is important to them, and how it aligns with their personal or professional development.

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Andrew GOH ?

Twitter X | Trader | Group HR Manager
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As a leader, one of your most important roles is to coach your people to do their best. By doing this, you'll help them make better decisions, solve problems that are holding them back, learn new skills, and otherwise progress their careers.

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2 Assess the Reality

The second step of the GROW model is to assess the current reality of the situation. This is where you help the coachee identify their strengths, weaknesses, opportunities, and threats (SWOT) in relation to their goal. You can also explore any gaps, barriers, or challenges that they face, and how they feel about them. To assess their reality, you can ask open-ended questions such as “What is the current situation and how does it affect your goal?” or “What are your strengths and weaknesses in this area?”. Additionally, you can inquire about the opportunities and threats they face, as well as the main challenges or obstacles that need to be overcome.

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Andrew GOH ?

Twitter X | Trader | Group HR Manager
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This is an important step. Too often, people try to solve a problem or reach a goal without fully considering their starting point. And often they're missing some information that they need in order to reach their goal effectively. As your team member tells you about their current reality, the solution may start to emerge.

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3 Explore the Options

The third step of the GROW model is to explore the possible options or solutions that the coachee can use to achieve their goal. This is where you help the coachee brainstorm different ideas, strategies, or actions they can take and consider the pros and cons of each option. To help them explore their options, you can ask open-ended questions such as: what are the possible ways they can reach their goal? What are the advantages and disadvantages of each option? How feasible or realistic are each option? How confident are they that each option will work? And what are the risks or consequences of each option?

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Andrew GOH ?

Twitter X | Trader | Group HR Manager
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By all means, offer your own suggestions in this step. But let your team member offer suggestions first, and let them do most of the talking. It's important to guide them in the right direction, without actually making decisions for them.

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4 Agree on the Way Forward

The fourth and final step of the GROW model is to agree on the way forward or the action plan that the coachee will follow to achieve their goal. At this stage, you should help the coachee commit to specific, actionable, and realistic steps, set a timeline and criteria for success, and determine how you will support, monitor, and review their progress and results. To help the coachee agree on the way forward, you can ask open-ended questions such as what key actions they will take to reach their goal, when they will start and finish each action, how they will measure progress and success, what resources or support they need or have, and how they will overcome any potential difficulties or setbacks.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you use the GROW model for better coaching?

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5

1 Define the Goal

2 Assess the Reality

3 Explore the Options

4 Agree on the Way Forward

5 Here’s what else to consider

Performance Management

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How do you use the GROW model for better coaching?

1

2

3

4

5

1 Define the Goal

2 Assess the Reality

3 Explore the Options

4 Agree on the Way Forward

5 Here’s what else to consider

Performance Management

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