What Is The GROW Model? The GROW Model In A Nutshell

Q: What are the four stages of the GROW model?

The four stages of the GROW model are: Stage 1 – Goal Stage 2 – Reality Stage 3 – Options Stage 4 – Will (Way Forward)

Though no single individual can claim to have created the GROW model, writers Graham Alexander and Alan Fine together with racing car champion John Whitmore played a significant part in developing the framework during the 80s and 90s. The GROW model is a simple way to set goals and solve problems during coaching sessions through four stages: goal, reality, options, and will (way forward).

Element	Description	Analysis	Implications	Benefits	Challenges	Use Cases	Examples
Goal	The Goal phase involves defining a clear and specific goal or objective that the individual or team wants to achieve.	Analyzing the clarity and specificity of the goal, ensuring that it’s well-defined and achievable.	A well-defined goal provides direction and purpose, helping individuals focus their efforts and motivation.	Improved goal setting and alignment.	Setting vague or unrealistic goals.	Personal development, coaching sessions.	A professional setting a career goal to become a manager.
Reality	The Reality phase encourages individuals to assess their current situation objectively and honestly. It involves evaluating where they are in relation to the goal.	Evaluating the individual’s current reality and understanding the gap between the current state and the desired goal.	A realistic assessment helps identify challenges, opportunities, and potential barriers to achieving the goal.	Improved self-awareness and problem identification.	Denial of challenges or overemphasis on obstacles.	Self-assessment, performance reviews.	An athlete assessing their current fitness level for a training goal.
Options	In the Options phase, individuals brainstorm and explore various strategies and actions they can take to progress toward their goal. It involves generating alternative solutions and approaches.	Evaluating the diversity and creativity of the options generated and their relevance to the goal and current reality.	Exploring multiple options expands possibilities and helps individuals choose the most suitable path to achieve their goal.	Increased problem-solving and decision-making skills.	Limited or repetitive brainstorming.	Brainstorming sessions, idea generation.	A team generating different strategies to increase sales.
Will (or Way)	The Will phase involves developing a plan of action, setting priorities, and committing to taking specific steps toward the chosen goal. It’s about creating a clear path forward.	Assessing the feasibility and commitment level of the action plan, ensuring it’s achievable and aligns with the individual’s motivation.	A well-defined action plan and commitment increase the likelihood of goal attainment and provide a sense of purpose and direction.	Enhanced motivation, focus, and accountability.	Lack of commitment or overly ambitious plans.	Action planning, task assignments.	A student creating a study schedule to achieve better grades.

Table of Contents

Understanding the GROW model

The GROW model helps leaders and managers develop their subordinates or institute behavioral change.

Through feedback and positive reinforcement, the simple-to-use model encourages the learner to bridge the gap between their current state and a desired, future state.

Such is the success of the coaching framework that it forms the basis of similar approaches such as the ACHIEVE model and A3 problem-solving.

The four stages of a GROW model coaching session

GROW is an acronym for the four stages the teacher must guide the learner through in a conversation.

Collectively, the stages signify a metaphorical journey:

Stage 1 – Goal

To begin the journey, a goal must first dictate where the learner is going.

These include short-term goals for every session and longer-term goals that define central themes.

Clarity on goal setting can be enhanced by asking:

What is important to the learner with respect to the overarching theme?
What will reaching the goal give them or enable them to do?
How will they know when the goal has been achieved? Alternatively, how will they know when the problem has been solved?

Stage 2 – Reality

During the second stage, the instructor needs to encourage the student to consider obstacles that have been holding them back.

This phase is important because it can unearth hidden fears or convictions the student may have been unable to previously verbalize.

Furthermore, cognitive biases can be debunked using objective evidence or feedback.

Exploratory questions include:

What is happening (to the learner) now?
What, when, with whom, and how often?
Why is the theme a problem? Include concrete examples as supporting evidence.
Is the theme continually a problem, or are there situations where the learner succeeds?
What are the defining factors? That is, what are the factors capable of making a difference?

Stage 3 – Options

At this point, the coach must determine how the student can bridge the gap between the current and desired state.

Students ought to be encouraged to think positively about their goals and list multiple ways for achieving them.

In other words:

What options does the learner have?
Who could help them achieve their goals?
How can they become enthused or motivated to achieve their goals?
What might their friends, colleagues, superiors, or significant other suggest?

Stage 4 – Will (Way Forward)

In the final stage, the coach helps the student identify a specific set of actions and importantly, commit to them.

Commitment and success can be increased by the pair working together to accommodate busy schedules or make the tasks more exciting and engaging.

Ideally, the student should leave every session with at least one goal.

Stage 4 questions can be adapted from those asked in the previous stage. That is, the teacher can ask the student what they will do instead of what they could do.

Other helpful conversation starters include:

What could the learner do as a first step to get the ball rolling?
What actions are non-negotiable and need to be taken?
How does the learner feel about their actions? What would it take to get excited?
How might commitment be measured and monitored? How will the commitment be maintained during periods of low motivation or distraction?
What are three things the learner is willing to do to support themselves?
How would they like to be held accountable for their actions?
How might the learners sabotage themselves, unintentionally or otherwise?

How to Use the GROW Model:

The GROW Model can be applied effectively by following these steps:

1. Establish Trust and Rapport:

Create a safe and open environment for the coaching conversation. Build trust and rapport with the individual or team you are coaching.

2. Define the Goal (G):

Clearly identify and articulate the specific goal or outcome that the individual wants to achieve. Ensure that the goal is SMART (Specific, Measurable, Achievable, Relevant, Time-bound).

3. Explore the Current Reality (R):

Encourage the individual to reflect on their current situation. Ask open-ended questions to help them assess where they are in relation to their goal. This stage should be based on facts and a realistic assessment of their circumstances.

4. Generate Options (O):

Facilitate a brainstorming session to explore various options and potential solutions for achieving the goal. Encourage creativity and consider different perspectives. Avoid judgment or premature evaluation during this stage.

5. Determine the Way Forward (W):

Help the individual or team develop a concrete action plan. Define specific steps, set deadlines, allocate responsibilities, and establish measures of success. Ensure that the plan is realistic and achievable.

6. Review and Follow-Up:

Regularly review progress toward the goal and make any necessary adjustments to the action plan. Provide ongoing support, feedback, and accountability as needed.

What to Expect from Using the GROW Model:

Using the GROW Model can lead to several outcomes and benefits:

1. Clarity of Goals:

Individuals gain a clear and well-defined understanding of their goals and objectives.

2. Realistic Assessment:

The model promotes a realistic assessment of the current situation, identifying obstacles and challenges.

3. Enhanced Problem-Solving:

By exploring options and generating alternatives, individuals develop effective problem-solving skills.

4. Action-Oriented:

The GROW Model encourages individuals to take concrete actions toward achieving their goals.

5. Accountability:

It establishes accountability through defined action plans and regular reviews.

6. Improved Communication:

The structured approach enhances communication and collaboration between coaches and individuals or within teams.

In conclusion, the GROW Model is a valuable coaching and problem-solving framework that can help individuals and teams set and achieve their goals. By following the structured process of defining goals, exploring reality, generating options, and determining the way forward, individuals can gain clarity, develop effective strategies, and take action toward their desired outcomes. When applied effectively, the GROW Model can lead to improved performance, enhanced problem-solving skills, and greater goal attainment.

GROW coaching model examples

In the introduction, we mentioned that the GROW coaching model was used as a personal development tool for subordinates in collaboration with their superiors.

In truth, however, the model can be used in many other contexts. Some of these are listed in this section.

Individual goals

The model can be used by individuals outside the workplace to explore their motivation towards more private goals.

For example, someone who has difficulty saving money may use it to help them become enthused and motivated enough to save for a new house.

Similarly, an individual who has made numerous attempts to lose weight in the past can use the GROW model to commit to an exercise plan and overcome certain self-imposed obstacles.

Groups and teams

The model also works for groups and teams and helps, whether that be teams of employees in an office or a team of professional sports players.

Whatever the context, it is very simple to adapt the individual-centric nature of the GROW model to multiple individuals.

This builds teamwork, collaboration, and improves morale since each member is striving toward the same goal and understands their role in helping the team achieve that goal.

Parents and teachers

While teachers must earn various forms of accreditation before they are qualified, parents often find themselves looking after their children with very little experience in coaching or assisting them in realizing their potential.

To help children identify their values and strive toward meaningful goals, parents can use the GROW model in conjunction with the Socratic questioning technique.

This form of guided inquiry encourages parents to ask questions without a personal agenda.

Socratic questioning can also be used by teachers in the classroom to understand their students’ perspectives better.

Additional Case Studies

Health and Wellness Coaching:
- Goal (G): The client’s goal is to improve overall health and well-being. This may include objectives like weight loss, increased fitness, or stress reduction.
- Reality (R): Assess the client’s current health status, including lifestyle habits, diet, exercise routine, and stress levels. Identify existing barriers to wellness.
- Options (O): Explore various approaches to achieving wellness, such as nutrition plans, exercise routines, stress management techniques, and potential lifestyle changes.
- Will (W): Develop a concrete plan with the client, including specific actions, timelines, and accountability measures. Ensure the client commits to the plan.
Financial Coaching:
- Goal (G): Define financial objectives, such as saving for retirement, reducing debt, or building an investment portfolio.
- Reality (R): Evaluate the client’s current financial situation, including income, expenses, assets, and liabilities. Identify financial challenges and habits.
- Options (O): Brainstorm investment strategies, budgeting techniques, debt reduction plans, and potential income-generating opportunities.
- Will (W): Create a customized financial plan that includes actionable steps, savings goals, and investment decisions. Ensure the client is committed to following the plan.
Entrepreneurship Coaching:
- Goal (G): Set entrepreneurial goals, such as increasing revenue, expanding market reach, or launching a new product or service.
- Reality (R): Assess the current state of the business, including financials, market position, competition, and operational challenges.
- Options (O): Explore growth strategies, marketing approaches, product/service innovations, and potential partnerships or investments.
- Will (W): Develop an actionable growth plan with specific milestones, marketing campaigns, and financial projections. Ensure the entrepreneur is committed to executing the plan.
Career Coaching:
- Goal (G): Define career goals, such as securing a promotion, switching careers, or acquiring new skills.
- Reality (R): Evaluate the client’s current job, skills, achievements, and career challenges. Identify areas for improvement or development.
- Options (O): Explore career advancement strategies, skill-building opportunities, networking, and potential job transitions.
- Will (W): Create a career development plan with specific actions, skill acquisition milestones, and networking goals. Ensure the client is committed to advancing their career.
Relationship Coaching:
- Goal (G): Set relationship goals, which may include improving communication, resolving conflicts, or strengthening emotional bonds.
- Reality (R): Assess the current state of the relationship, including communication patterns, conflicts, and areas of dissatisfaction.
- Options (O): Explore relationship-building strategies, effective communication techniques, conflict resolution methods, and ways to nurture the relationship.
- Will (W): Develop an action plan for the couple or individual to implement relationship improvements. Ensure commitment to ongoing efforts and communication.

GROW coaching model adaptations

Two further examples of the CROW coaching model can be provided by looking at how the original model has been adapted.

TGROW model

The TGROW model is very similar to the GROW model but with one key difference.

Before the coachee identifies where they are heading in the goal stage, they are first called upon to define a broad topic (T) they would like to address.

This initial phase is important because it enables the coachee and indeed the coacher to better understand the scale of the topic and why it is important to the coachee’s long-term vision.

In some instances, unrelated issues may surface that the coachee did not anticipate and the focus of the entire process may be adapted to suit.

GROWTH model

The GROWTH model adds Tactics (T) and Habits (H) to the standard GROW model.

As you may have guessed, these extra steps increase the likelihood of goal attainment.

Tactics deal with the specific steps the client will need to undertake while habits clarify how success will be maintained and help the coachee avoid complacency.

In the best-case scenario, tactics and habits increase buy-in and commitment as the resultant plan is specific, precise, and clarifies incremental actions that help the coachee stay on track.

Key takeaways

The GROW model is a simple yet reflective way for students to set goals and solve problems during coaching sessions.
The GROW model is used by managerial staff to develop subordinates and institute behavioral change through positive reinforcement.
The GROW model is based on four stages that comprise a metaphorical journey of learning: goal, reality, options, and will. Each works together to help the student determine their future desired state, plan how they will get there, and navigate obstacles.

Key Highlights

GROW Model: Co-developed by Graham Alexander, Alan Fine, and John Whitmore, the GROW model is a coaching framework used to set goals and solve problems. It helps leaders and managers develop their subordinates or institute behavioral change through positive reinforcement.
Four Stages of the GROW Model: The GROW model consists of four stages: Goal, Reality, Options, and Will (Way Forward). These stages guide the learner through a conversation and help them bridge the gap between their current state and the desired future state.
GROW Coaching Model Examples: The GROW model can be used in various contexts, including individual goals, groups and teams, and by parents and teachers to help children identify their values and strive toward meaningful goals. It can also be adapted to include tactics and habits for better goal attainment.
TGROW Model: The TGROW model is similar to the GROW model, but it adds an initial step where the coachee defines a broad topic they would like to address before identifying their specific goal.
GROWTH Model: The GROWTH model expands on the GROW model by including Tactics and Habits. Tactics specify the specific steps the coachee will need to take, while Habits focus on how success will be maintained and how to avoid complacency.
Key Takeaways: The GROW model is a valuable coaching tool that helps individuals set clear and compelling goals, identify obstacles, explore options, and commit to specific actions to achieve their desired future state. It is widely used by leaders and managers to foster personal development and achieve behavioral change.

Related Frameworks	Description	When to Apply
GROW Model	The GROW Model is a coaching framework that stands for Goal, Reality, Options, and Way Forward. It helps individuals clarify goals, explore current reality, generate options, and develop actionable strategies for growth.	When providing coaching or mentoring, setting personal or professional goals, or guiding problem-solving and decision-making processes.
SMART Goals	SMART Goals is an acronym that stands for Specific, Measurable, Achievable, Relevant, and Time-bound. It provides criteria for setting effective goals that are clear, actionable, and aligned with desired outcomes.	When defining clear objectives or performance targets, establishing key milestones, or tracking progress towards achieving desired outcomes.
SCARF Model	The SCARF Model is a framework developed by David Rock that focuses on five social domains that influence human behavior: Status, Certainty, Autonomy, Relatedness, and Fairness. It helps understand and manage social triggers.	When addressing social dynamics in teams, managing change, or fostering collaboration and engagement in organizational settings.
Coaching Stances	Coaching Stances refer to different approaches or attitudes that coaches adopt when working with clients, such as Directive, Non-directive, Consultative, and Facilitative. Each stance offers unique benefits and communication styles.	When tailoring coaching approaches to individual preferences, adapting to specific coaching contexts, or balancing support and challenge in coaching sessions.
Performance Coaching	Performance Coaching focuses on enhancing individual or team performance by identifying strengths, addressing development areas, setting goals, and providing ongoing support and feedback. It aims to maximize potential and achieve desired outcomes.	When supporting professional development, improving workplace performance, or addressing performance gaps through targeted coaching interventions.
Solution-Focused Coaching	Solution-Focused Coaching is an approach that emphasizes identifying and amplifying solutions rather than dwelling on problems. It focuses on strengths, resources, and future possibilities to facilitate positive change and goal attainment.	When exploring solutions-oriented approaches to challenges, fostering resilience and optimism, or promoting action-oriented strategies for achieving desired outcomes.
Motivational Interviewing	Motivational Interviewing is a client-centered, directive approach to counseling and behavior change that helps individuals resolve ambivalence and increase motivation to change. It involves empathetic listening, collaboration, and goal setting.	When supporting behavior change efforts, exploring motivations and barriers, or addressing ambivalence in decision-making and goal pursuit.
Emotional Intelligence (EI)	Emotional Intelligence (EI) is the ability to recognize, understand, and manage one’s own emotions, as well as those of others. It includes skills such as self-awareness, self-regulation, empathy, and social awareness, which are vital for effective coaching.	When enhancing emotional awareness and regulation, fostering empathetic communication, or building positive relationships with clients.
Narrative Coaching	Narrative Coaching utilizes storytelling and narrative techniques to help individuals explore their personal narratives, reframe perspectives, and create empowering narratives that align with their values, aspirations, and desired outcomes.	When exploring personal narratives and identity, challenging limiting beliefs, or facilitating self-discovery and meaning-making through storytelling.
Strengths-Based Coaching	Strengths-Based Coaching focuses on identifying and leveraging individuals’ strengths, talents, and positive qualities to maximize performance, engagement, and personal fulfillment. It emphasizes asset-based approaches and strengths-building strategies.	When promoting self-awareness of strengths and talents, enhancing confidence and resilience, or optimizing performance through strengths-based development.

What are the four stages of the GROW model?

The four stages of the GROW model are:

What are some GROW model examples?

Some GROW model examples comprise:

Individual goals are used outside the workplace to explore individuals’ motivation towards more private goals.
Groups and teams: it is straightforward to adapt the individual-centric nature of the GROW model to multiple individuals.
Parents and teachers: To help children identify their values and strive toward meaningful goals, parents can use the GROW model in conjunction with the Socratic questioning technique.

What are some adaptations of the GROW model?

Variations and adaptations of the GROW model comprise:

TGROW model is the same as the GROW model, but it adds a “T” to define a broad topic (T) they would like to address.
GROWTH model is a variation and adaptation of the GROW model, which adds Tactics (T) and Habits (H) to the standard GROW model.