The GROW Model Explained with Coaching Questions, Graphic, Tips (Plus Special Report .PDF)

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Introduction to The GROW Model

There are many, many different coaching models out there, but I still haven't found anything that beats the GROW Model for simplicity, effectiveness - and results.

So, what is the GROW Model in Coaching?

The GROW coaching model provides a framework for the core elements of an effective coaching session. It's a simple, structured coaching method to help your clients identify a goal for each coaching session, work through what's getting in the way, brainstorm ideas and finally commit to taking concrete action.

Why use the GROW Model?

If you embrace the GROW Model your clients will love you because it's results oriented. And you'll feel supported too because you'll know you've got the key elements of a coaching session covered. And once you know this model off by heart, you'll never lose focus in a coaching session again.

It's helpful to know that the GROW Coaching Model can include a "T for Topic" at the beginning - making it T-GROW. Identifying a Topic or general area to focus in on can be very helpful; it's particularly useful when a client comes to their session scattered and unclear. So I've also included a section on T - Topic in the article below.

What we cover in this GROW Model Article

GROW Coaching Model Overview

You may find that you already use the elements of the GROW model (or T-GROW) without even realizing it.

Here's a quick GROW Model overview:

  • T - Topic (choose a topic or theme for the coaching session)
  • G - Goal (choose a goal or required outcome for the coaching session)
  • R - Reality (explore where they are around the topic/goal, what's going on for them, what's getting in the way)
  • O - Options (explore ideas and brainstorm what they could do to move forwards)
  • W - Will Do (identify the actions they will do to move forwards)
IMPORTANT: The GROW Model is not intended to be followed absolutely - or in rigid sequence. In reality, a session may flow more like ROTGOW or TROWG or even TRORGWOW! However, if you always cover the 5 T-GROW elements your client will likely have a successful coaching session.

GROW Coaching Model Diagram

Below is a GROW Model image to help you envision it before we explain the GROW model in more detail.

GROW Model Coaching Diagram - Image with descriptions for each acronym letter

A little GROW Model History

And finally, before we go into the details, this is for those interested in the origins of the GROW Model:

According to Wikipedia, the GROW Model was developed in England in the mid 1980s, and used in corporate coaching - mostly with executives and leaders. It was first published in 1992 in Sir John Whitmore's book Coaching for Performance (a great book by the way!).

According to Whitmore, the GROW model had been in use for some time before it was given the acronym of GROW by Max Landsberg during a conversation with Graham Alexander. Max Landsberg is a coach and Director of the Senior Partners Office for consultancy firm
McKinsey & Company and has written 4 books - most recently "Mastering Coaching" in 2015. Graham Alexander is another 'original' coach from the world of leadership coaching and has written 2 books: "Supercoaching" and "Tales from the Top".

And finally, in his 2010 book, "You Already Know How to Be Great", Alan Fine says he co-developed the GROW Model with John Whitmore and Graham Alexander. Alan Fine, who started out as a tennis coach, helped bring Timothy Gallwey's Inner Game theory from the sporting world into the business and coaching world.

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The T- GROW Model Explained

Confused client who needs to choose a Topic for the Coaching Session

T - Topic

Why it's important:

When the client is unclear what they want from their coaching session, establishing a session topic up front - even a loose one - is an essential start point. It focuses the client and also makes the session manageable for you, their coach.

Use the T - Topic when the client comes to a session unsure of what are of their life to work on, when they are scattered or have several potential session goals to choose from.

The T-Topic is not essential however, and if a client comes to a session knowing, for example, that they want to work on getting that promotion or to explore their issues with a specific relationship then you can move straight into firming up the G - Goal.

In essence, the quicker you get your clients to narrow down a T - Topic for the session, the quicker and easier it is to decide on the session G - Goal, and to brainstorm and help your client choose their next moves.

How it fits with other parts of the GROW Coaching Model

Establishing the coaching session T - Topic often blends with the R - Reality part of the GROW model. That's because it's sometimes necessary to have a discussion around what's going on for your client in their life to drive out a session topic to focus on.

10 GROW Model Questions to Establish a Session T - Topic:

  1. "So, how have you been?" (Great open-ended question to drill down from)
  2. "What could we work on that would help you the most over the next few weeks?"
  3. "What ideas did you have in mind for this coaching session?"
  4. "What's been working well for you since the last session?"
  5. "What hasn't been working for you lately?"
  6. "What do you need most from me today?"
  7. "I'm curious. How do you think I can best help you this week?"
  8. "What's been niggling at you lately?"
  9. "What's disturbing your peace of mind?"
  10. "Which area of your life could most do with a tune-up?"

GROW model goal setting with happy woman looking up and contemplating goals

G - Goal:

Why it's important:

Having a session G - Goal is how you make sure your client gets what they want from each coaching session with you. The session goal enables you to deliver value as well as manage the session timing and stay focused.

One of the things that makes coaching different from many other therapies is our focus on action and change. When we help the client get clarity over what they want to get out of each session - we ensure the client receives value from coaching - and that they continue to learn and grow.

In particular, when the client drifts away from the topic (as happens often), the session goal allows us to say, "We seem to be heading in a different direction to your session goal here. Is this what you want?" TIP: This tactic can be especially helpful if you have a client that likes to tell long stories.

GROW Model Goal-Setting: 5 Signs that you did not set up a clear Session G - Goal

  1. The coaching session goes off track.
  2. The session goes around in circles.
  3. The client doesn't realise the "real issue" they wanted to discuss until too late in the session.
  4. You run out of time and don't complete all the steps/comfortably wrap-up the session.
  5. Your session runs over time.

How it fits with other parts of the GROW Coaching Model:

When a client comes with a clear session T - Topic, the next step is to establish the G - Goal of the session.

The G - Goal part differs from the T - Topic in that now you're going to get clear on the specific outcome/s your client is looking for from discussing the session topic with you.

You may need to explore your client's R- Reality first to find out what's bothering them or what they want to work towards.

Finally, you refer back to the stated session G - Goal during the O - Options and W - Will Do parts of the session to ensure that the ideas and actions identified give the right outcomes.

Common Questions about G - Goal:

Does the session goal have to be SMART?

The session goal doesn't have to be super-specific or 'SMART' - but it does need to be clear enough to give the coaching session a purpose that is understood by both you and the client. And it needs to be clear enough to enable you to keep the session on track.

Do you have to agree the session goal at the beginning?

No, the session goal doesn't have to be agreed right up front - although it's helpful if you can. A session goal is sometimes 'evolved' as the session unfolds and the client gets clearer about what they want or what's bothering them.

Other types of goals:

Sometimes there's an underlying goal for the session that doesn't come out until the end, when we ask our clients what their "biggest win" of the session was. This is when the client realizes their 'goal' for the session was simply to get clarity, feel heard, supported, to commit to themselves, to be held accountable or feel stimulated and challenged.

How many goals can you have for one session?

Ideally your client will have one goal/required outcome per session. If the client wants to address more than one issue, you'll need to make the session goals smaller, and work a little bit harder to stay super-focused and on topic. You may also want to manage expectations too, and say something like, "I'm not sure if we'll have time for both these goals in this session but I'll do my best. And if there was a priority here, which goal is most important to work on first?"

Establishing a session G - Goal is arguably the most important stage of any coaching session. In this stage you co-create an agreement with the client for what you will work on during your time together, and define what success will look like for the client.

Sometimes establishing the G - Goal takes a while to establish; it may feel like it 'eats' into valuable coaching session time. However, a super-clear session goal/agreement makes the session highly focused, trains the client to get specific about what they want - and maximises client satisfaction.

In summary, a session goal is what helps us deliver value and keep the client focused as the session progresses, so they get the support and help they want and need most.

10 GROW Model Questions to Establish a Session G - Goal:

  1. "What's important to really focus in on today?"
  2. "What would you be disappointed we didn't work on today?"
  3. "So, what if we worked on it right now, would REALLY put a smile on your face?"
  4. "What could we achieve in this session that would make you jump for joy?"
  5. "I'm wondering what you would love to have happen by the end of this session?"
  6. "What specifically would you like to get out of the next 30/45/60 minutes?"
  7. "What's the outcome you're looking for from our session today?"
  8. "What would be the most helpful thing you could take away from this session?"
  9. "If you were to imagine today's coaching session has just ended and you're happy and excited to move forwards with this goal/issue. What did we just do together that made that possible?"
  10. "How will you know you've achieved what you wanted from today's session? What does success look like?"

For some great general goal-setting questions, you may like our FREE Tool - 21 Questions to Extraordinary Goal-Setting

Set quality goals for each client session so each and every coaching session has clarity - and focus.

Client pondering the Reality of their Situation with head on hand

R - Reality:

Why it's important:

The R - Reality part of a coaching session is where you help the client understand their situation and how they got there. It's where we question, challenge, reframe and reflect back to our client what we see, what they've done so far, what's working for them and what isn't. It's about really getting into where the client is right now and how it impacts them. The R - Reality should also include talking about feelings and digging into emotions, beliefs, gut-feelings and intuition - often new or uncharted frontiers for our clients.

Exploring a client's reality is the 'meat' of any coaching session. It's where we raise our client's awareness around their values, habits, priorities, limiting beliefs, actions taken and not taken, and more - so they gain powerful ideas, insights and learn about themselves.

When a session feels "dry" and functional, and lacks inspiration and insight, it's usually because not enough time was spent exploring the client's R - Reality.

How it fits with other parts of the GROW Coaching Model:

The T - Topic and G - Goal frame up what gets explored in this R - Reality part of the session. In most coaching sessions, we are likely to spend most of our time in the reality part.

It's your client's understanding of their reality that will give the impetus and motivation for them to make changes. And it's your client's reality that limits what they believe they can do and what they're willing to commit to doing. So explore your client's reality well, before moving onto brainstorming O - Options and committing to what the client W - Will do.

Things to watch out for with R - Reality

It's important not to prematurely explore O - Options and W - Will do (actions) during the R - reality phase of the GROW Model.

It's likely that some O - Options and W - Will do (actions) will be uncovered during exploration of the client's R - Reality. But remember to keep an open mind about the action steps your clients will eventually commit to.

I have often found that the "real" or deeper reason something isn't moving forward often comes out (or is clarified) towards the end of R - Reality exploration. So, as you explore your client's current reality, you'll uncover more and more of their blocks, obstacles and motivations.

You want to ensure the actions your client chooses address the underlying reasons, and a premature leap to solutionising can lead to superficial answers that won't truly motivate or move the client forward.

As coaches we help our clients go beyond the obvious. When we delve into the O - Options or W - Will do our client could choose an action step not previously thought of. They might identify an action with a much bigger impact, a more easily achievable or more enjoyable action! Or we might stretch them to think bigger. So, the actions and options/ideas a client comes up with during the R - Reality part of the session could be the actions they leave the session with - but not necessarily.

AND yet...

If it feels right, or your client is in flow, you can absolutely delve into brainstorming O - Options for a particular idea in the middle of R - Reality. Or perhaps your client is excited and ready to commit to what they W - Will do.

So feel free to jump into the O - Options and W - Will do parts of the GROW model at any time.

Just remember that you may need to return to R - Reality and revisit the O - Options and W - Will do to ensure your client fully achieves their session G - Goal.

Don't worry. It's easier in practice than it sounds!

Simply remain focused on the client's required G - Goal for the session and explore the R - Reality, O - Options and W - Will do as many times as you need to, and in whatever order works for your client, until you have an action plan your client will commit to.

15 GROW Model Questions for R - Reality:

  1. "Describe a day in your life - as it relates to this issue or goal."
  2. "Where are you now in relation to your goal?", "What have you already done towards your goal?" and, "What have you learned so far?"
  3. "How do you feel about your current situation?" and, "How do you feel about yourself in this situation?"
  4. "What are you not looking at or hiding from?" and, "What have you been avoiding?"
  5. "What is your intuition telling you?"
  6. "Where are you not being respected - or not respecting yourself - right now?"
  7. "What is your prevalent mood?" and, "What habits are getting in the way?"
  8. "What are you telling yourself, that's getting in the way?"
  9. "What do you like about this situation?" and, "How does it suit you to stay as you are?"
  10. "What has stopped you from doing more/moving towards your goal?"
  11. "What would happen if you did nothing?"
  12. "In a nutshell, who or what's got in the way?"
  13. "Who will be the 'winners' and 'losers' if you achieve your goal?"
  14. "What other considerations do you have that we haven't looked at yet?"
  15. "Who are you now?" and, "Who will you need to become to complete your goal?"

Happy Client pointing at Options for the GROW Model

O - Options:

Why it's important:

If the client could solve their problems alone, they would have. Often what they need from us is help brainstorming, a push or some support to take an action they have been putting off.

This may involve tweaking an existing action, challenging and inspiring your client to make an action bigger, or it could also mean shrinking an action to make it more achievable. Either way, a good dig around in the O - Options to discover actions and solutions that really work for our clients pays huge dividends in moving our clients forward.

How it fits with other parts of the GROW Coaching Model:

It's great to explore O - Options once the R - Reality has been 'fully' explored. But our minds are not linear (however much we might like them to be). So, often while exploring options, another aspect of a client's R - Reality may come up that needs dipping into. Or a client may just 'know' they've found the action they W - Will do.

So be flexible. And remember to stay focused on the ideas and actions that move your client towards their session G - Goal.

O - Options Helpful Tips:

Remember that in brainstorming - anything goes! Literally anything. This is where the client can come up with the wildest and wackiest ideas - because who knows what practical or doable idea might result?

Sometimes the best actions are a 'toned down' version of an outlandish idea. And sometimes the client suddenly sees a way to implement something that initially seemed "crazy" or "impossible". Encourage your client to throw out as many ideas as they can - and remind them that doesn't mean they have to do it, these are just ideas...

I have often found that the best - and breakthrough - actions come out toward the end of the O - Options part of the session, so be sure to allow enough time to relax into it...

And finally, for clients who are very literal minded and struggle with freely identifying ideas, a helpful reframe is to remind them to focus on what's "Possible" and not what's "Probable".

The vast majority of problems, decisions and situations which confront us daily are those which do not have just one answer. Several solutions are usually possible. Logic suggests that if one can mentally generate many possible solutions, the more likely it is that an optimum solution will be reached. This a creative process - the formation of new and useful relationships. Richard E. Manelis

21 GROW Model Questions to Establish O - Options:

    1. "What hasn't worked yet?"
    2. "What could you STOP doing?", "...Do LESS of?", "...Do MORE of?", "...CONTINUE doing?" and "...START doing?" (Make a list)
      TIP: Like this? Check out our FREE Action Brainstorming Worksheet
    3. "If you had a choice, what could you do?"
    4. "Let's imagine it's a year from now and you've accomplished your goal. What steps have you taken to achieve it?"
    5. "Suppose, just for a moment, you live in a world where fear does not exist. What could you do now?"
    6. "Suppose you had all the information you needed, what would be the next step/s?"
    7. "Let's imagine you're really excited about this. What would you do?"
    8. "If you were at your best, what would you do right now?"
    9. "What could you do if you knew you couldn't fail?"
    10. "What could you do if you didn't care what other people thought?"
    11. "Imagine you had all the time you needed what would you do?"
  1. "Suppose you could look through the eyes of someone you admire. What options do you have?"
  2. "What would you suggest if you were advising your best friend?" and "What would your best friend suggest if they were advising you?"
  3. "Imagine you're fully confident in your abilities, what could you do?"
  4. "Imagine you're an expert in this area. What ideas do you have now?"
  5. "Imagine having a chat with the wisest person you can think of (whether you know them or not). What would they suggest you do?"
  6. "What if money were not an issue?"
  7. "If you were rich beyond your wildest dreams how could you approach things differently?"
  8. "What could you do if you didn't have to live with the consequences?"
  9. "If you (secretly) knew what you had to do, what would it be?"
  10. "What else could you do?" then, "Good. And what else?" (Keep repeating and remember to praise and appreciate options as they arise to encourage the client to continue coming up with ideas)

Another resource to help you with O - Options:

Creativity consists of coming up with many ideas, not just that one great idea. Charles Thompson

Smiling Client Flexing Arm muscle to show what they Will Do

W - Will Do:

Why it's important:

The essence of coaching is facilitating change. This usually, but not always, means some kind of action. And that's where the W - Will do of the GROW model comes in. Sometimes called the W - Way Forward, I prefer "Will do" as it's more specific.

So, I make sure every client leaves their session committed to at least ONE W - Will do.

NOTE: When we use the word action, it sounds like actions should be concrete, visible steps - but actions can take innumerable forms. While a client's actions could be visible steps, an action could also be to change the way they approach or do something. An action could be for the client to shift their focus eg. paying attention to how they feel, it could be to stop doing something or even to consciously do nothing!

Another key part of W - Will do is to ensure your clients fully commit to the actions they choose. Is there time to fit the actions into their busy lives? Would they like to be stretched more so the action seems more exciting? Or do they need to simplify their actions to maximise the chances of success?

How it fits with other parts of the GROW Coaching Model:

The W - Will do part of the GROW model is the culmination of your coaching session's work.

In theory, your client deciding what they W - Will do, follows on from the O - Options part of your coaching session. Now it's time for your clients to review the options and action ideas they've just identified - and choose one or more actions to commit to.

The actions being chosen should focus on achieving your client's stated session G - Goal.

NOTE: It's also possible that your client will also identify actions for other areas of their lives ie. actions not related to the session goal. This is fine, but for consistency and maximum client satisfaction, be sure your client leaves the session with at least one action to move them forwards in the area of their stated session goal.

When we are interested, we do what is convenient. When we are committed, we do whatever it takes. Nithya Shanti

20 GROW Model Questions for W - Will Do/Actions:

Choosing Actions to Take

  1. "So, re-play your key options to me…"
  2. "What could you do as the very first step towards meeting your goal?"
  3. "What actions NEED to be taken?"
  4. "And what actions do you WANT to take?"
  5. "Which actions WILL you do?"

TIP: You can also use many of the questions from the O - Options section, simply rewording the questions slightly to ask them what they will do, instead of what they could do.

Establishing Commitment

  1. "How do you FEEL about your actions?" and "What would it take to get excited about your actions?"
  2. "How might you commit to that?"
  3. "Tell me exactly how these actions move you towards your goal." (connect actions with outcomes)
  4. "How will you stay committed to your goal when the going gets tough?"
  5. "On a scale of 1 to 10, how likely are you to complete that action?"
    Then, "What stops that being a 10?" And, "What could you do to raise the score?"

Identifying and Dealing with Obstacles to Action Completion

  1. "What could get in the way of you completing that action?"
  2. "If you were going to sabotage yourself, how would you do it?"
  3. "How might you unintentionally get yourself off track?"
  4. "What would make this more fun?"
  5. "What if something comes up this week, then what will you do?"


  1. "What 3 things could you do to support yourself and make sure this gets done?"
  2. "How would you be able to show this action is completed?"
  3. "What are you ready to change to ensure you achieve your action?"
  4. "How will you be able to show me you have completed your action?"
  5. "How would you like to be held accountable for these actions?"

Other Useful Ws to Consider

W can also be - "WHAT do you need from me?": Ask this question to find out what they need from you to support them in moving forwards.

W also stands for - WIN: "What was your biggest win of the session today?" By asking this question, we not only reinforce the value of coaching, but over time both you and your client will learn what's really important to them.

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Coach pondering issues with the GROW Model

A Few Final GROW Model Considerations:

The GROW Model - and Specific Types of Coaching Sessions

What if a coaching session is dedicated to brainstorming? Or I'm taking a deep dive into a particular area of a client's life?

Well, the GROW model still applies - but the balance of time you spend in each area may be different.

It's still important to agree the T - Topic of the session and the G - Goal or required outcome. This could be a brainstormed list of ideas or to gain a fuller understanding of a situation. As always, the session topic and goal help you keep the client - and session - on track.

Then, if you're taking a deep dive into an issue you may spend most of the time in R - Reality. Or if you're brainstorming ideas to get unstuck you may spend more time in O - Options.

Finally simply ask the client, "So, what will you do with this information?", or "What's the next step?" to get to the W - Will Do.

What if the goal of the session is to SET goals?

The GROW model still applies! Simply set the G - Goal of the session to set a particular type and number of goals eg. "Set my annual goals" or, "Identify my career goals". Then use the R - Reality to explore what they've done so far, their values, required outcomes etc. of the goals they want to set. Then in O - Options, explore the possible goals and goal variations (eg. dates, relative goal priorities). Finally, identify what your client W - Will do next with the goals you've identified.

What's Missing in the GROW Model?

For me the only thing that's not specifically covered - and is missing - is ongoing accountability. The GROW or T-GROW coaching model is a "coaching session model" rather than an entire coaching model or process.

The GROW model does allow us to help the clients be accountable to themselves in the W - Will do part of the GROW model - as part of the action-setting. But it doesn't cover the follow-up in the future - because we can't do that until the next session.

We live in a world where it's so easy for people to find "more important" things to do than the non-urgent and challenging job of working towards life and career goals. So, for many people, ongoing accountability is a key benefit of coaching. Their coach is someone who will be asking (and checking) whether they followed through on their commitments to themselves.

In the GROW or T-GROW model, there isn't anywhere to review actions agreed at previous sessions. Which also means there isn't anywhere to celebrate actions completed - or explore and learn why actions were not completed. Unless we explicitly ask, this could easily get missed.

So, if the client doesn't raise it themselves, I usually start my coaching sessions by reviewing the actions from the previous session - before I start on the T-GROW model.

The GROW Model and "Dancing in the moment":

Above all, remember the GROW or T-GROW model is not a fixed sequence. Instead, use the GROW model as a framework to help you stay on track- while you dance in the moment!

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GROW Model Image - Square

To wrap-up this special report, despite the lack of ongoing accountability, I see the GROW model as the coaching session ESSENTIALS. Without any one of these elements in a coaching session, something important would be missing.

We want our clients to feel satisfied and to get what they want from coaching with us. The GROW model is a framework that keeps us on track, and makes sure our clients leave their coaching sessions with powerful actions.

And what I really love about the GROW model is that you can also layer any coaching tool or broader coaching model over the top. Yet you can still use it to manage and deliver value in your coaching sessions.

The GROW model really is your ultimate coaching tool!

The Final Word

I hope this GROW Model article helps you and your clients have more enjoyable and satisfying coaching sessions! How will you use GROW going forwards?

If you liked this article on the GROW Model, you may also like:

  1. Our Free Resource:  21 Questions to Extraordinary Goal-Setting
  2. The Complete Guide to Coaching Tools & Exercises
  3. 3 Areas to Explore (+ Questions) When Your Client Consistently Fails to Complete their Actions!

© 2020 Simplicity Life Coaching Ltd.

Emma-Louise Elsey HeadshotAbout the author: Emma-Louise Elsey is the CEO of Simplicity Life Coaching Ltd. (The Coaching Tools and Fierce are divisions of Simplicity Life Coaching Ltd.) She is a certified Life Coach, NLP practitioner and recovering perfectionist who loves meditation, questions, quotes, creating coaching tools and writing. Since qualifying as a coach in 2004 she has worked with many successful professionals and business owners.

For inspiration and to help you with your businesses, there are many more Free Coaching Tools & Templates including coaching questions, coaching exercises, business admin templates for new coaches and forms to help with your workshops.

Image of Blue desk with GROW Model notebook and flowers by Julia Sudnitskaya via Shutterstock

Image of GROW Model Client Shrugs for T - TOPIC by Asier Romero via Shutterstock

Image of Client pondering their G - GOALS by mimagephotography via Shutterstock

Image of Client Pondering their R - REALITY and Thoughtful Client with GROW Model Issues by Carlos David via Shutterstock

Image of Happy GROW Model Client on Yellow Considering OPTIONS by Prostock-studio via Shutterstock

Image of T-GROW Model Strong Client Deciding W - WILL DO by Roman Samborskyi via Shutterstock

Image of Sprout at centre of GROW Model image by Vitechek via Shutterstock


  1. Karen Lukanovich

    Wow, thank you for this excellent overview of the GROW model Emma-Louise! I really connected with this model a couple of years ago, and since reading Sir Whitmore's book "Coaching for Performance", it's had a significant impact on several aspects of my coaching and influence over my own goal setting model and approach. The questions within this model are also a great tool for coaches to add to their tool kit!

    Warmly, Karen

    • Emma-Louise

      Dear Karen, you are MOST welcome 🙂
      I'm so glad you like it and found it helpful. And I love that book by Sir John Whitmore.
      Warmly, Emma-Louise

  2. Paul Brooke

    As always, great content.
    I totally enjoy getting your emails and tips for coaching. I am at fledgling stage and still creating my unique proposition.
    These articles assist greatly in clarifying my ideal client and how to start conversations.

  3. Paul Bailey

    Hey Emma-Louise

    Love the article, been using GROW in a limited way for a while but this provides enough info to use it more often.

    You have probably seen them but I use sets of GROW cards for coaching activities when training managers that have colours for each element of GROW. You can find them at reveal solutions.

    Managers love them, had one comment they learned more in the fifteen minutes of the exercise then in the last few months trying to solve the issue they were dealing with.

    Thanks for great practical resources.


    • mturcott

      Thank you for your kind words, Paul. I haven't seen these particular cards yet but they sound great! Warmly, Mary

  4. Tleli Makhetha

    I am absolutely grateful to you for sharing this approach to the GROW model. As a coach I am constantly looking to develop my skills in order to better help my clients achieve their outcomes. The way in which you have broken the model so well into its contents makes me more confident in applying it. Awesome.

    • mturcott

      Thank you for your kind words, Tleli! We're so glad you found our breakdown of the GROW Model helpful! Warmly, Mary

  5. keith hackett

    I was trained as a coach by the School of Coaching which Sir John Whitmore founded, at the Industrial Society (2001/02). I qualified as an Exec Performance Coach through the School, the learning, development and final award, quality assured by the University of Strathclyde (Scotland). In 2005, whilst delivering an overdue IT project for a London hospital, I attempted to use GROW with one of the teams, only to be told that "coaching is black box bull....!". Nevertheless I pursued and was challenged to create something with a clear process and measurable outcomes and if I met this challenge, the individuals concerned would engage with me. I did and so did they. I combined GROW with elements from Solutions Focus(c) and PRINCE2(c) (project management), to produce GoalPOSTS. A model I have used ever since and is now being explored as a model and process supporting mental health Recovery Journeys. I wanted to share this story because it's important for all coaches to recognise that they need to be innovative, adaptive to their own and clients' needs, and not slavishly adhere to a particular principle.

    • mturcott

      Great to hear from you, Keith! You're absolutely right - coaches will gain a lot from being innovative and adpative. Thank you for sharing your story. Warmly, Mary


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