Did you know that employees whose leaders are effective coaches are 20% more likely to stay at their company, 40% more engaged with their job, and willing to exert up to 38% more discretionary effort? If recent studies on coaching in the workplace tell us anything, it’s that today’s employees aren’t motivated by bosses who dictate and demand - they’re motivated by leaders who coach them, care for them, and develop them.
If you’re keen on making the transition from boss to coach, it’s not only going to take time, training, and experience to get to a place where you’re a confident coach; it’s also going to require practical tools and techniques. Fortunately, that’s where the GROW coaching model comes in.
If you’ve never heard of this coaching model, this blog is for you. First, we’ll review what the GROW model stands for and how you can use it as a people leader. Then, we’ll provide you with a list of coaching questions and an editable GROW model template so that you can immediately start applying it in your day-to-day leadership practice.
The GROW model is a relatively simple framework for asking questions during a coaching conversation or session. GROW stands for Goal, Reality, Options, and Will. The purpose is to give your coaching conversations more structure and prompt the individual being coached to come to their own conclusions and find their own answers. The GROW model was created by UK leadership and coaching expert, Sir John Whitmore, and was featured in his 1992 book, Coaching for Performance. Today, it is one of the most well-known and popular coaching models.
As the acronym suggests, the GROW model is comprised of four elements: Goal, Reality, Options, and Will. According to Sir John Whitmore, the idea is to work chronologically through the four elements. Below you will find a brief explanation of each of the four elements, as well as a corresponding list of questions.
In the GROW model, the G stands for Goal. At the beginning of any coaching conversation, you need to define the purpose and goal of the conversation. This is your chance to mutually agree on why you both are there and what you each want to get out of the conversation. Here are a few examples of questions you can ask during this time:
In the GROW model, the R stands for Reality, and this is the time when you lay out all the facts and assess the situation as it currently stands. During this part of the coaching conversation, you will also want to discuss how the current reality is affecting the individual being coached and those around them. Here are a few examples of questions you can ask during this time:
In the GROW model, the O stands for Options. After you have laid out all the facts and have a good sense of the reality of the situation, you want your coachee to start brainstorming and seeing all the potential options they have to achieve the goal you set together in the beginning. Here are a few examples of questions you can ask during this time:
In the GROW model, the W can stand for Will, Way Forward, What’s Next, or Wrap Up. Regardless of what you choose to call it, this final part of any coaching conversation should be spent co-creating an action plan and defining what exactly your coachee is accountable for. Here are a few examples of questions you can ask during this time:
The GROW model isn’t a single-use coaching model. Whether the topic of your coaching conversation is an employee’s recent mistake, performance, behavior, career trajectory, or just about anything else, the GROW model coaching can be applied. This makes it a highly valuable coaching tool to get familiar with and practice using. If you’re unsure how to use the GROW model exactly, refer to these simple step-by-step instructions: