The GROW model
Introduction
The GROW model is a widely recognised coaching framework used in leadership, education and professional development.
It was developed in the 1980s through the work of business coaches Sir John Whitmore and his colleagues, building on performance coaching practices in sport and organisational leadership. The model became widely known following the publication of Coaching for Performance, which helped establish GROW as a practical and structured approach to developmental conversations.
GROW provides a simple framework for guiding a coaching conversation while keeping the focus on reflection, ownership and action.
GROW stands for:
• G – Goal
• R – Reality
• O – Options
• W – Will (or Way Forward)
The model is designed to support structured thinking; it should guide your conversation, not restrict it.
Overview of the GROW stages
1. Goal
The Goal stage clarifies what the individual wants to achieve. This ensures the conversation has focus and direction. Without a clear goal, coaching can become unfocused or drift into general discussion.
At this stage, you help the team member define:
• What they want to improve
• What success would look like
• The outcome they are aiming for
The goal should be specific and meaningful to the individual.
2. Reality
The Reality stage explores the current situation. This is where you encourage honest reflection about what is happening now. It helps the individual understand the gap between their current position and their goal.
This stage may include discussion about:
• What is already working
• What challenges exist
• What has been tried previously
• How others are affected
Your role is to listen carefully and avoid rushing to solutions.
3. Options
The Options stage explores possible solutions. Here, the focus shifts to generating ideas. Encourage the individual to consider different approaches before deciding on a course of action. This stage is about expanding thinking rather than immediately choosing the “best” solution.
You may support them to consider:
• Alternative strategies
• Adjustments to current practice
• Small, manageable steps
• Support that may be needed
Avoid offering advice too quickly. The aim is to build ownership and confidence.
4. Will or Way forward
The Will stage confirms commitment to action. This is where the individual decides what they will do next and how they will move forward. A clear commitment increases accountability and likelihood of follow-through.
This stage should include:
• Agreed next steps
• Timescales
• Any support required
• A review point
Clarity at this stage ensures the conversation leads to meaningful action.
Using GROW effectively
To use GROW successfully:
• Listen more than you speak
• Ask open questions
• Allow pauses and thinking time
• Avoid leading the conversation towards your own solution
• Maintain a respectful and inclusive tone
• Summarise key points to ensure shared understanding
• Agree actions collaboratively
Remember that the model is flexible. Conversations may move back and forth between stages.
Keeping coaching inclusive
When applying GROW, ensure that:
• The individual feels heard and respected
• You avoid assumptions
• You encourage their perspective
• You acknowledge different working styles
• You maintain professional boundaries
Inclusive coaching strengthens trust and supports a positive team culture.
Practical application
GROW is particularly effective for:
• Supporting staff to find their own solutions and achieve them
• Developing confidence
• Preparing colleagues for change
• Encouraging reflective practice
Used consistently, the model becomes a natural part of your everyday leadership approach.
Next steps
The accompanying resources provide:
• Exemplar questions for each stage of GROW
• A structured GROW coaching template
• Guidance for reflecting on your coaching practice
You are not required to follow the model rigidly - use it as a guide to support structured and purposeful conversations.