As Coaching gained popularity over the years, so have different Coaching methods and models. Today I would like to talk about one of the most popular ones: the GROW Model.

It’s a coaching framework used in conversations, meetings and everyday leadership to unlock potential and possibilities. GROW was created by Sir John Whitmore and colleagues in the late 1980s. It has since become the world’s most popular coaching model for problem solving, goal setting and performance improvement.

The acronym represents these four stages in the coaching conversation:

• Goal: what do you want?

• Reality: where are you now?

• Options: what could you do in order to achieve your goal?

• Will: what will you do?

Goal

Firstly, at the start of any coaching conversation, you should clearly establish what the client wants to achieve. Similar to how those enjoying success set goals for their work and personal life. Subsequently, this gives the session a direction and ensures a meaningful conversation. There are different levels of goals depending on how far in the future you are looking. The idea is to identify the inspirational goal to drive success and keep energy and motivation high.

Reality

Secondly, you must discover where your client is in relation to their goal. For example, what progress are they making towards their goal? One will discuss the current situation and what barriers currently exist between now and achievement of the goal.

Options

Thirdly, this stage of the GROW coaching model is about helping the client explore the options available to them. It should be noted that this does not mean them taking their first idea and running with it. Therefore, as a coach, one must extensively explore all options together because in the world of coaching your client needs a solution they are absolutely committed to.

Will

Finally, we are on the ‘Will’ stage, the session is coming to a close. Once your client has explored different options for moving forward,they are in a better position to select the most appropriate and commit to a specific action/s. In addition, it should be noted that as a coach you must ensure your client sticks to their commitment and has the right help around them. In this stage the client agrees to specific actions and a timeframe, and the coach will set accountability and reporting.

Leaders and coaches value the simplicity and flexibility of the GROW Model for coaching in the workplace. They see the results in their daily interactions with individuals. Particularly, organizations incorporate GROW into their management processes and leadership models to engage people, inspire great performance and maximize productivity. For this reason, some of the world’s most successful companies including Google teach their managers to use GROW. GROW coaching skills unlock potential and increase performance by increasing self-confidence and motivation. Asking effective questions in a carefully structured way promotes deeper awareness and greater responsibility which leads to practical steps to accomplish goals and overcome obstacles. The GROW Model has been seen to yield higher productivity, improved communication, better interpersonal relationships and a better quality working environment.